EE BK union v2Dindd by lindahy

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									TABLE OF CONTENTS




PART 1     PRELIMINARY ..       ..   ..        ..        ..    ..    ..        ..        ..        ..    ..   ..    ..        ..        .6
    1.1    TITLE. .. .. .. .. .. .. .. ..                      ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..    6
    1.2    PARTIES .. .. .. .. .. .. .. ..                     ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..    6
    1.3    DURATION    .. .. .. .. .. .. ..                    ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..    6
    1.4    APPLICATION . .. .. .. .. .. ..                     ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..    6
    1.5    WORKPLACE CHANGE AND FLEXIBILITIES                  ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..    7
    1.6    DEFINITIONS .. .. .. .. .. .. ..                    ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..    8
    1.7    NO EXTRA CLAIMS . .. .. .. .. ..                    ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..    8
    1.8    OBJECTIVE OF THE AGREEMENT   .. ..                  ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..    8
    1.9    DISPLAYING OF THIS AGREEMENT .. ..                  ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..    8
    1.10   EMPLOYMENT SECURITY .. .. .. ..                     ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..    9
    1.11   SALARY MAINTENANCE     .. .. .. ..                  ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..    9
    1.12   ANTI- DISCRIMINATION   .. .. .. ..                  ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..    9

PART 2     GRIEVANCES AND DISPUTES                       ..    ..    ..        ..        ..        ..    ..   ..    ..        ..        10
    2.1    GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE..                             ..        ..    ..   ..   ..   ..    ..        .. 10

PART 3     TERMS AND CONDITIONS OF EMPLOYMENT                                  ..        ..        ..    ..   ..    ..        ..        14
    3.1    TYPES OF EMPLOYMENT .. .. .. .. .. .. .. .. .. .. .. .. .. .. ..                                                              14
    3.2    FULL TIME EMPLOYMENT .. .. .. .. .. .. .. .. .. .. .. .. .. .. ..                                                             14
    3.3    PART TIME EMPLOYMENT .. .. .. .. .. .. .. .. .. .. .. .. .. .. ..                                                             14
    3.4    CASUAL EMPLOYMENT . .. .. .. .. .. .. .. .. .. .. .. .. .. .. ..                                                              15
           3.4.1    Conversion from Casual Employee to a Permanent Employee .. .. .. ..                                                 .15
    3.5    FIXED TERM AND SPECIFIED TASK .. .. .. .. .. .. .. .. .. .. .. .. ..                                                          15
           3.5.1   Completion of Term Payment       .. .. .. .. .. .. .. .. .. .. ..                                                    .15
    3.6    POSITION PROFILES .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. ..                                                             16
    3.7    TRAINEES, APPRENTICES AND GRADUATES .. .. .. .. .. .. .. .. .. .. ..                                                          16
           3.7.1   Trainees and Apprentices .. .. .. .. .. .. .. .. .. .. .. ..                                                         .16
           3.7.2   Apprentice Numbers .. .. .. .. .. .. .. .. .. .. .. .. ..                                                            .16
           3.7.3   Existing Ergon Energy Employee . .. .. .. .. .. .. .. .. .. ..                                                       .16
           3.7.4   Adult Apprentices and Adult Trainees .. .. .. .. .. .. .. .. .. ..                                                   .17
           3.7.5   Apprentices Working Outside of Ergon Energy .. .. .. .. .. .. .. ..                                                  .17
           3.7.6   Graduates . .. .. .. .. .. .. .. .. .. .. .. .. .. .. ..                                                             .17
           3.7.7   Engineering Graduates .. .. .. .. .. .. .. .. .. .. .. .. ..                                                         .17
    3.8    ENGINEERING PROGRESSION ARRANGEMENTS .. .. .. .. .. .. .. .. .. ..                                                            17
    3.9    TERMINATION OF EMPLOYMENT          .. .. .. .. .. .. .. .. .. .. .. .. ..                                                     17
           3.9.1   Statement of Employment .. .. .. .. .. .. .. .. .. .. .. ..                                                          .17
           3.9.2   Notice of Termination by Ergon Energy .. .. .. .. .. .. .. .. .. ..                                                   18
           3.9.3   Notice of Termination by Employee .. .. .. .. .. .. .. .. .. ..                                                      .18
           3.9.4   Time Off During Notice period .. .. .. .. .. .. .. .. .. .. ..                                                       .18

PART 4     WAGES.     ..   ..   ..   ..        ..        ..    ..    ..        ..        ..        ..    ..   ..    ..        ..        19
    4.2    PAYMENT OF SALARIES/WAGES                ..    ..   ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        .. 19
    4.3    RECOVERY OF OVERPAYMENTS ..              ..    ..   ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        .. 19

PART 5     ALLOWANCES ..        ..   ..        ..        ..    ..    ..        ..        ..        ..    ..   ..    ..        ..        20
    5.1    ALLOWANCES . .. .. ..          ..        ..    ..   ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        .. 20
    5.2    ALL PURPOSE ALLOWANCES         ..        ..    ..   ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        .. 20
    5.3    WORKING AWAY FROM HOME         ..        ..    ..   ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        .. 20

                                                                                                                                              1
             5.3.1   Isolated and Remote Areas .. .. .. .. .. .. .. .. .. .. .. .. .21
             5.3.2   Supplementary Accommodation Allowance       .. .. .. .. .. .. .. .. .21
             5.3.3   Period Away From Home       .. .. .. .. .. .. .. .. .. .. .. .. .22
             5.3.4   Accommodation .. .. .. .. .. .. .. .. .. .. .. .. .. .. .22
             5.3.5   Meals. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .22
             5.3.6   Telephone . .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .22
             5.3.7   Laundry .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .22
             5.3.8   Overseas Work       .. .. .. .. .. .. .. .. .. .. .. .. .. .. .23
        5.4 ANNUALISED ALLOWANCE . .. .. .. .. .. .. .. .. .. .. .. .. .. .. 23
        5.5 CONFIDENTIAL ALLOWANCE .. .. .. .. .. .. .. .. .. .. .. .. .. .. 24
        5.6 BACHELOR DEGREE ALLOWANCE .. .. .. .. .. .. .. .. .. .. .. .. .. 24
        5.7 SUBSTATION AND TEST DEPARTMENT ALLOWANCE .. .. .. .. .. .. .. .. .. 24
        5.8 POWER STATION ALLOWANCE .. .. .. .. .. .. .. .. .. .. .. .. .. .. 25
        5.9 AVAILABILITY DUTY ALLOWANCE .. .. .. .. .. .. .. .. .. .. .. .. .. 26
             5.9.1   Emergency Work .. .. .. .. .. .. .. .. .. .. .. .. .. .. .26
             5.9.2   Emergency Work on a Public Holiday .. .. .. .. .. .. .. .. .. .. .26
             5.9.3   Payment for Out of Hours Telephone Calls .. .. .. .. .. .. .. .. .. .27
        5.10 ELECTRICITY DISTRIBUTION SERVICE DELIVERY (EDSD) NETWORK RECOVERY ATTRACTION
        AND RETENTION ALLOWANCE AND PAYMENT .. .. .. .. .. .. .. .. .. .. .. .. 27
             5.10.1  EDSD Network Recovery Allowance .. .. .. .. .. .. .. .. .. .. .27
             5.10.2  EDSD Network Recovery Payment        .. .. .. .. .. .. .. .. .. .. .29
        5.11 TRAVEL TIME .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 29
        5.12 GENERAL FARES & TRAVELLING        .. .. .. .. .. .. .. .. .. .. .. .. .. 29
        5.13 USE OF OWN VEHICLE .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 30
        5.14 EMPLOYEE IN CHARGE ALLOWANCE (EIC)         .. .. .. .. .. .. .. .. .. .. .. 30
        5.15 HIGHER DUTIES .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 31
        5.16 FIRST AID OFFICER ALLOWANCE .. .. .. .. .. .. .. .. .. .. .. .. .. 31
             5.16.1  Senior First Aid Training   .. .. .. .. .. .. .. .. .. .. .. .. .31
        5.17 LOCALITY ALLOWANCE . .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 31
        5.18 TOOL ALLOWANCE / PROVISION OF TOOLS .. .. .. .. .. .. .. .. .. .. .. 32
             5.18.1  Tool Allowance . .. .. .. .. .. .. .. .. .. .. .. .. .. .. .32
             5.18.2  Tools of Trade .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .33
        5.19 SUPERIOR AGREEMENT PROVISION . .. .. .. .. .. .. .. .. .. .. .. .. 33
             5.19.1  Construction Site Allowance .. .. .. .. .. .. .. .. .. .. .. .. .33
        5.20 WORK IN THE RAIN      .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 34

    PART 6    SUPERANNUATION ..          ..   ..   ..   ..    ..         ..        ..        ..    ..   ..    ..        ..        35
        6.1   SUPERANNUATION     .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 35
              6.1.1 Defined Contribution Fund (DC) Members .. .. .. .. .. .. .. .. .. .35
              6.1.2 ESI Defined Contribution Fund (DC) Members .. .. .. .. .. .. .. .. .35
              6.1.3 ESI Defined Benefit Fund (DB) Members .. .. .. .. .. .. .. .. .. .35

    PART 7    NON SALARY BENEFITS ..          ..   ..   ..    ..         ..        ..        ..    ..   ..    ..        ..        36
        7.1   OPERATIONAL EXPENSES .. .. .. .. ..            ..     ..        ..        ..    ..
                                                                                               36  ..   ..   ..    ..        ..
        7.2   LICENCE FEE REIMBURSEMENT           .. .. ..   ..     ..        ..        ..    ..
                                                                                               36  ..   ..   ..    ..        ..
        7.3   VEHICLE LICENCE FEE REIMBURSEMENT         ..   ..     ..        ..        ..    ..
                                                                                               36  ..   ..   ..    ..        ..
        7.4   SALARY SACRIFICING .. .. .. .. .. ..           ..     ..        ..        ..    ..
                                                                                               36  ..   ..   ..    ..        ..
              7.4.1   Salary Sacrifice Principles .. .. ..     ..     .. .. .. .. .. .. .. .. .36
              7.4.2   Post Salary Sacrifice .. .. .. ..        ..     .. .. .. .. .. .. .. .. .37
              7.4.3   Electricity Rebate .. .. .. .. ..        ..     .. .. .. .. .. .. .. .. .37
        7.5   INDEMNITY OF EMPLOYEES AGAINST LIABILITY       ..     .. .. .. .. .. .. .. .. .. 37
2
    7.6    RELOCATION .. .. ..        ..        ..        ..    ..   ..   ..    ..        ..         ..         ..        ..        ..        ..        ..        .. 37
    7.7    ACCESS TO COMPUTERS        ..        ..        ..    ..   ..   ..    ..        ..         ..         ..        ..        ..        ..        ..        .. 38
    7.8    FUNERAL BENEFIT   ..       ..        ..        ..    ..   ..   ..    ..        ..         ..         ..        ..        ..        ..        ..        .. 38

PART 8     HOURS OF WORK         ..        ..        ..        ..    ..    ..        ..         ..             ..         ..        ..         ..            ..        39
    8.1    NINE DAY FORTNIGHT . .. .. .. .. .. .. .. .. .. .. ..                                                                    ..        ..        ..        .. 39
    8.2    ROSTERED DAY OFF (RDO) .. .. .. .. .. .. .. .. .. .. ..                                                                  ..        ..        ..        .. 39
           8.2.1    Banking of Rostered Day Off (RDO) .. .. .. .. .. .. ..                                                               ..        ..        ..     .39
    8.3    NATIONAL CONTACT CENTRE – EIGHT DAY FORTNIGHT ARRANGEMENT ..                                                             ..        ..        ..        .. 40
    8.4    LEGACY WEEKLY AND FORTNIGHTLY WORK PATTERNS                .. .. .. ..                                                   ..        ..        ..        .. 40
    8.5    MEAL BREAK .. .. .. .. .. .. .. .. .. .. .. .. .. ..                                                                     ..        ..        ..        .. 41
    8.6    REST PAUSES.. .. .. .. .. .. .. .. .. .. .. .. .. ..                                                                     ..        ..        ..        .. 41
    8.7    TEN (10) DAY ALTERNATIVE EMPLOYMENT ARRANGEMENTS .. .. ..                                                                ..        ..        ..        .. 41
           8.7.1    Employees Classified at Salary Point 11.0 and above . .. .. ..                                                       ..        ..        ..     .41
           8.7.2    Employees below Salary Point 11.0 .. .. .. .. .. .. ..                                                               ..        ..        ..     .42
           8.7.3    Reversion to General Agreement Provisions .. .. .. .. ..                                                             ..        ..        ..     .43
           8.7.4    Appointment of Ten (10) Day Fortnight . .. .. .. .. .. ..                                                            ..        ..        ..     .43
    8.8    INDIVIDUAL EMPLOYMENT ARRANGEMENTS . .. .. .. .. .. ..                                                                   ..        ..        ..        .. 44
           8.8.1    No Disadvantage .. .. .. .. .. .. .. .. .. .. ..                                                                     ..        ..        ..     .44
           8.8.2    Hours of Work .. .. .. .. .. .. .. .. .. .. .. ..                                                                    ..        ..        ..     .44
           8.8.3    Salary & Loadings .. .. .. .. .. .. .. .. .. .. ..                                                                   ..        ..        ..     .44
           8.8.4    Market Component . .. .. .. .. .. .. .. .. .. ..                                                                     ..        ..        ..     .44
           8.8.5    Performance Incentive .. .. .. .. .. .. .. .. .. ..                                                                  ..        ..        ..     .44
           8.8.6    Remuneration Increases       .. .. .. .. .. .. .. .. ..                                                              ..        ..        ..     .45
           8.8.7    Reversion . .. .. .. .. .. .. .. .. .. .. .. ..                                                                      ..        ..        ..     .45
           8.8.8    Application   .. .. .. .. .. .. .. .. .. .. .. ..                                                                    ..        ..        ..     .45
           8.8.9    Exemptions .. .. .. .. .. .. .. .. .. .. .. ..                                                                       ..        ..        ..     .45
           8.8.10   Dispute Settlement . .. .. .. .. .. .. .. .. .. ..                                                                   ..        ..        ..     .45
    8.9    AGGREGATED WORKING ARRANGEMENTS FOR PROJECTS .. .. .. ..                                                                 ..        ..        ..        .. 46
    8.10   BREAKS BETWEEN ROSTERED ATTENDANCES .. .. .. .. .. ..                                                                    ..        ..        ..        .. 46
           8.10.1   Extended Breaks .. .. .. .. .. .. .. .. .. .. ..                                                                     ..        ..        ..     .46
    8.11   TIME OFF IN LIEU (TOIL) .. .. .. .. .. .. .. .. .. .. ..                                                                 ..        ..        ..        .. 46
    8.12   OVERTIME      .. .. .. .. .. .. .. .. .. .. .. .. .. ..                                                                  ..        ..        ..        .. 47
           8.12.1   Weekends      .. .. .. .. .. .. .. .. .. .. .. ..                                                                    ..        ..        ..     .47
           8.12.2   Recalls .. .. .. .. .. .. .. .. .. .. .. .. ..                                                                       ..        ..        ..     .47
    8.13   CRIB BREAK & OVERTIME MEAL ALLOWANCE              .. .. .. .. .. ..                                                      ..        ..        ..        .. 48
    8.14   START AND FINISH ON THE JOB         .. .. .. .. .. .. .. .. ..                                                           ..        ..        ..        .. 49

PART 9     SHIFT WORK       ..   ..        ..        ..        ..    ..    ..        ..         ..             ..         ..        ..         ..            ..        50
    9.1    SHIFT WORK .. .. .. .. .. .. .. .. .. ..                                       ..         ..         ..        ..        ..        ..        ..        ..    50
    9.2    SHIFT DEFINITIONS .. .. .. .. .. .. .. ..                                      ..         ..         ..        ..        ..        ..        ..        ..    50
    9.3    ROSTERED HOURS . .. .. .. .. .. .. .. ..                                       ..         ..         ..        ..        ..        ..        ..        ..    50
    9.4    SHIFT PENALTIES .. .. .. .. .. .. .. .. ..                                     ..         ..         ..        ..        ..        ..        ..        ..    50
           9.4.1   Shift Loadings .. .. .. .. .. .. .. ..                                      ..         ..         ..        ..        ..        ..        ..        .50
           9.4.2   Weekend Penalties .. .. .. .. .. .. ..                                      ..         ..         ..        ..        ..        ..        ..        .50
    9.5    SHORT TERM SHIFT ARRANGEMENTS .. .. .. ..                                      ..         ..         ..        ..        ..        ..        ..        ..    51
           9.5.1   Short Term Shift Loadings .. .. .. .. ..                                    ..         ..         ..        ..        ..        ..        ..        .51
    9.6    OVERTIME PENALTIES AND MINIMUM PAYMENT .. ..                                   ..         ..         ..        ..        ..        ..        ..        ..    51
    9.7    BREAKS BETWEEN ROSTERED ATTENDANCES .. ..                                      ..         ..         ..        ..        ..        ..        ..        ..    51
           9.7.1   Extended Breaks – Shift Workers .. .. .. ..                                 ..         ..         ..        ..        ..        ..        ..        .52
    9.8    PRO RATA ANNUAL LEAVE FOR NON-CONTINUOUS SHIFT                                 ..         ..         ..        ..        ..        ..        ..        ..    52
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    PART 10 LEAVE .       ..   ..   ..   ..   ..   ..   ..   ..   ..   ..   ..   ..   ..   ..        ..     53
        10.1 ANNUAL LEAVE .. .. .. .. .. .. .. .. .. .. .. .. .. .. ..                          ..        .. 53
             10.1.1  Preservation of Five (5) Weeks Annual leave .. .. .. .. .. .. ..                ..     .53
             10.1.2  Illness Whilst on Annual Leave .. .. .. .. .. .. .. .. .. ..                    ..     .53
        10.2 PERSONAL LEAVE         .. .. .. .. .. .. .. .. .. .. .. .. .. ..                   ..        .. 53
             10.2.1  Notice Requirements .. .. .. .. .. .. .. .. .. .. .. ..                         ..     .54
             10.2.2  Supporting Evidence .. .. .. .. .. .. .. .. .. .. .. ..                         ..     .54
             10.2.3  Preservation of Accrued Personal leave .. .. .. .. .. .. .. ..                  ..     .54
             10.2.4  Workers’ Compensation . .. .. .. .. .. .. .. .. .. .. ..                        ..     .54
             10.2.5  Concessional Personal Leave       .. .. .. .. .. .. .. .. .. ..                 ..     .55
             10.2.6  Concessional Personal Leave - Returned Service Personnel . .. .. ..             ..     .55
             10.2.7  Concessional Personal Leave - Special Circumstances .. .. .. .. ..              ..     .55
        10.3 CARER’S LEAVE .. .. .. .. .. .. .. .. .. .. .. .. .. .. ..                         ..        .. 55
             10.3.1  Use of Personal Leave .. .. .. .. .. .. .. .. .. .. .. ..                       ..     .55
             10.3.2  Alternative Carers Leave Arrangements .. .. .. .. .. .. .. ..                   ..     .56
        10.4 BEREAVEMENT LEAVE .. .. .. .. .. .. .. .. .. .. .. .. .. ..                        ..        .. 56
        10.5 PARENTAL LEAVE .. .. .. .. .. .. .. .. .. .. .. .. .. .. ..                        ..        .. 57
             10.5.1  Ex-gratia Payment .. .. .. .. .. .. .. .. .. .. .. .. ..                        ..     .57
             10.5.2  Definitions     .. .. .. .. .. .. .. .. .. .. .. .. .. ..                       ..     .58
             10.5.3  Maternity leave     .. .. .. .. .. .. .. .. .. .. .. .. ..                      ..     .58
             10.5.4  Paternity Leave     .. .. .. .. .. .. .. .. .. .. .. .. ..                      ..     .59
             10.5.5  Adoption Leave      .. .. .. .. .. .. .. .. .. .. .. .. ..                      ..     .59
             10.5.6  Parental Leave Notice Requirements .. .. .. .. .. .. .. .. ..                   ..     .60
             10.5.7  Certification Required .. .. .. .. .. .. .. .. .. .. .. ..                      ..     .60
             10.5.8  Variation of Period of Parental Leave .. .. .. .. .. .. .. .. ..                ..     .61
             10.5.9  Cancellation of Parental Leave .. .. .. .. .. .. .. .. .. ..                    ..     .61
             10.5.10 Parental Leave and Other Leave Entitlements .. .. .. .. .. .. ..                ..     .61
             10.5.11 Accrual of Leave & Continuity of Service .. .. .. .. .. .. .. ..                ..     .61
             10.5.12 Termination of Employment .. .. .. .. .. .. .. .. .. .. ..                      ..     .62
             10.5.13 Return to Work After Parental Leave .. .. .. .. .. .. .. .. ..                  ..     .62
             10.5.14 Replacement Employees        .. .. .. .. .. .. .. .. .. .. ..                   ..     .62
             10.5.15 Part Time Work for Parental Leave .. .. .. .. .. .. .. .. ..                    ..     .62
             10.5.16 Communication to Employees on Parental Leave .. .. .. .. .. ..                  ..     .63
        10.6 LONG SERVICE LEAVE .. .. .. .. .. .. .. .. .. .. .. .. .. ..                       ..        .. 63
             10.6.1  Entitlement .. .. .. .. .. .. .. .. .. .. .. .. .. ..                           ..     .63
             10.6.2  Service Recognised for Long Service Leave     .. .. .. .. .. .. ..              ..     .64
             10.6.3  Casual Employees – Service and Continuity of Service .. .. .. .. ..             ..     .64
             10.6.4  Periods of Absence Without Pay That Count As Service .. .. .. .. ..             ..     .64
             10.6.5  Calculation of Long Service Leave – Full-Time and Part-Time Employees ..        ..     .65
             10.6.6  Calculation of Long Service Leave – Casual Employees .. .. .. .. ..             ..     .65
             10.6.7  Casual Employees—Conversion to Full Time Equivalent .. .. .. .. ..              ..     .65
             10.6.8  Ergon Energy’s Right to Refuse or Defer Long Service Leave .. .. .. ..          ..     .65
             10.6.9  Minimum Period .. .. .. .. .. .. .. .. .. .. .. .. ..                           ..     .66
             10.6.10 Ergon Energy’s Right to Recall an Employee from Leave .. .. .. .. ..            ..     .66
             10.6.11 Public Holidays During Long Service Leave. .. .. .. .. .. .. ..                 ..     .66
             10.6.12 Illness During Long Service Leave      .. .. .. .. .. .. .. .. ..               ..     .66
             10.6.13 Preservation of Particular Existing Rights .. .. .. .. .. .. .. ..              ..     .66
        10.7 PUBLIC HOLIDAYS INCLUDING LABOUR DAY .. .. .. .. .. .. .. .. ..                    ..        .. 67
             10.7.1  Employees Who Do Not Work Monday to Friday of Each Week.. .. .. ..              ..     .67
             10.7.2  Labour Day .. .. .. .. .. .. .. .. .. .. .. .. .. ..                            ..     .67
             10.7.3  Agricultural/Horticultural/Industrial Show Public Holiday  .. .. .. ..          ..     .67
             10.7.4  Double Time and a Half .. .. .. .. .. .. .. .. .. .. .. ..                      ..     .68
             10.7.5  Payment for Work Performed Outside Ordinary Hours on a Public Holiday ..        ..     .68
             10.7.6  Stand Down .. .. .. .. .. .. .. .. .. .. .. .. .. ..                            ..     .68
4
    10.8    PURCHASED LEAVE .. ..            ..        ..    ..   ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..   68
    10.9    LEAVE WITHOUT PAY .. ..          ..        ..    ..   ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..   69
    10.10   CULTURAL DIVERSITY LEAVE         ..        ..    ..   ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..   69
    10.11   JURY SERVICE. .. .. ..           ..        ..    ..   ..   ..    ..        ..        ..    ..   ..   ..   ..    ..        ..   69

PART 11 FLEXIBLE WORKING INITIATIVES .                            ..    ..        ..        ..        ..    ..   ..    ..        ..        70
    11.1    FLEXIBLE WORKING INITIATIVES .. .. ..                      ..    ..        ..        ..    ..   ..   ..   ..    ..        ..   70
    11.2    JOB SHARING.. .. .. .. .. .. .. ..                         ..    ..        ..        ..    ..   ..   ..   ..    ..        ..   70
    11.3    WORKING FROM HOME      .. .. .. .. ..                      ..    ..        ..        ..    ..   ..   ..   ..    ..        ..   70
    11.4    PART TIME STUDY LEAVE ARRANGEMENTS ..                      ..    ..        ..        ..    ..   ..   ..   ..    ..        ..   70
    11.5    TRANSITION TO RETIREMENT ARRANGEMENTS                      ..    ..        ..        ..    ..   ..   ..   ..    ..        ..   71

PART 12 TRAINING AND DEVELOPMENT ..                               ..    ..        ..        ..        ..    ..   ..    ..        ..        72
    12.1 TRAINING AND DEVELOPMENT .. .. .. .. ..                             ..        ..        ..    ..   ..   ..   ..    ..        .. 72
    12.2 ELECTRICAL ELECTRONIC TRAINING PACKAGES ..                          ..        ..        ..    ..   ..   ..   ..    ..        .. 72
    12.3 TRADE COMPETENCY RECOGNITION . .. .. ..                             ..        ..        ..    ..   ..   ..   ..    ..        .. 72

PART 13 AGREEMENTS ..              ..   ..        ..        ..    ..    ..        ..        ..        ..    ..   ..    ..        ..        73
    13.1 CLASSIFICATION STRUCTURE REVIEW .. .. .. .. .. .. .. .. .. .. .. .. 73
    13.2 CONSULTATIVE ARRANGEMENTS .. .. .. .. .. .. .. .. .. .. .. .. .. 73
    13.3 INDUSTRIAL ORGANISATION REPRESENTATIVES .. .. .. .. .. .. .. .. .. .. 73
         13.3.1  Employee Representatives Rights and Responsibilities .. .. .. .. .. .. .73

PART 14 SAFETY           ..   ..   ..   ..        ..        ..    ..    ..        ..        ..        ..    ..   ..    ..        ..        75
    14.1    SAFETY COMMITTEE .. .. .. .. .. .. .. ..                                   ..        ..    ..   ..   ..   ..    ..        ..   75
    14.2    SINGLE PERSON TASKS   .. .. .. .. .. .. ..                                 ..        ..    ..   ..   ..   ..    ..        ..   75
    14.3    SINGLE WIRE EARTH RETURN (SWER) REMOTE AREAS                               ..        ..    ..   ..   ..   ..    ..        ..   75
    14.4    FIELD FORCE AUTOMATION (FFA) DEVICES .. .. ..                              ..        ..    ..   ..   ..   ..    ..        ..   76

SCHEDULE 1         ERGON ENERGY SALARIES ..                       ..    ..        ..        ..        ..    ..   ..    ..        ..        77

SCHEDULE 2         RATE REFERENCE ..              ..        ..    ..    ..        ..        ..        ..    ..   ..    ..        ..        83

SCHEDULE 3         REDUNDANCY PROVISIONS .                        ..    ..        ..        ..        ..    ..   ..    ..        ..        91

SCHEDULE 4         CLASSIFICATION STRUCTURE                       ..    ..        ..        ..        ..    ..   ..    ..        ..        95

SCHEDULE 5         ANNUALISED ALLOWANCES (AGA) ..                                 ..        ..        ..    ..   ..    ..        .. 117

SCHEDULE 7         APPOINTMENT TO TEN (10) DAY FORTNIGHT FOR VACANT POSITIONS
                   CLASSIFIED IN THE ADMINISTRATIVE STREAM BELOW SALARY
                   POINT 11.0   .. .. .. .. .. .. .. .. .. .. .. .. .. 124

NOTES         ..    ..   ..   ..   ..   ..        ..        ..    ..    ..        ..        ..        ..    ..   ..    ..        .. 127




                                                                                                                                                5
    PART 1             PRELIMINARY




    1.1       TITLE

    This Agreement will be known as the Ergon Energy Union Collective Agreement 2008, referred to as the
    ‘Agreement’.

    This Agreement replaces the Ergon Energy Certified Agreement 2005, the Ergon Energy Control Centre
    Agreement 2006, Enertrade Certified Agreement 2006 - 2009, Enertrade Barcaldine Power Station Certified
    Agreement 2006 – 2009, Ergon Energy Corporation Limited Transformer Services and HV Test Business
    Continuity of Service Certified Agreement 2000 and the former Awards known as the Electricity Generation,
    Transmission and Supply Award - State 2002 and the Family Leave Award State – 2003.

    However, the provisions of the preserved State Agreements in respect of redundancy have been
    grandfathered by being preserved and continued in Schedule 3 Redundancy Provisions of this Agreement.

    1.2       PARTIES

    The Parties to the Agreement are:
       Ergon Energy Corporation Limited (ACN 087 646 062) (Ergon Energy).
       Australian Municipal, Administrative, Clerical and Services Union (AMACSU).
       Automotive, Metals, Engineering, Printing and Kindred Industries Union of employees, Queensland,
       (AMWU).
       The Association of Professional Engineers, Scientists and Managers, Australia (APESMA).
       The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing & Allied Services
       Union of Australia (ETU Division).
       Construction, Forestry Mining and Energy Union (Mining and Energy Division Queensland) (CFMEU).

    1.3       DURATION

    This Agreement will be in force for a period of three (3) years from the date of lodgement with the Workplace
    Authority. This Agreement will continue in force after its nominal expiry date until such time as it is replaced
    or terminated in accordance with the Act.

    1.4       APPLICATION

    This Agreement applies to:

          Ergon Energy Corporation Limited (ACN 087 646 062);
          Employees of Ergon Energy Corporation Limited unless otherwise expressly stated who are employed
          in, or in connection with any calling, trade, craft, vocation or profession referred to in the classification
          structure as contained in this Agreement, or in the transmission, distribution, generation, supply or sale
          of electricity; and
          The Unions signatory to this Agreement.

    This Agreement does not apply to:

    Employees of Ergon Energy who are paid a salary for the purposes of superannuation which exceeds 115% of
    the rate prescribed for Salary Point 16.5 contained in Schedule 1 of this Agreement.

    Electricity Regulation

    Ergon Energy will continue to apply the provisions of Chapter 8 of the Electricity Regulation 2006 (Qld).

    If there is any inconsistency between the terms of this Agreement and Chapter 8 of the Electricity Regulation
6   2006 (Qld), then the terms of this Agreement will prevail to the extent of the inconsistency.
1.5       WORKPLACE CHANGE AND FLEXIBILITIES

The Parties recognise that change may occur during the life of this Agreement. In addition to the provisions
of this Clause, the parties will maintain the consultative mechanisms as outlined in this Agreement to help
facilitate change.

The parties will address the introduction of new working arrangements which require the variation of
conditions of employment as contained in this Agreement, by application of the following principles and
process:

          The Parties acknowledge that there is a business requirement to have flexibility, responsiveness
          and mobility of its work force to meet customer needs and operational requirements. At times
          these challenges may need changes to employee working conditions. Where changes are required
          to employee’s current conditions, these will be addressed in a consultative and cooperative manner
          with employees directly affected.

          Consultation will occur with all directly affected employee/s and their nominated employee
          representatives.

          Where consultation has been unable to resolve the matter the following process will apply:

          •   The directly affected employee/s and their nominated representatives will negotiate and develop
              a suitable proposal;
          •   Prior to implementation of the proposal, Agreement must be reached with at least 60% of the
              directly affected employees;
          •   Any variation of conditions of employment contained in this Agreement will have no application
              until lodged in accordance with the Act.

Where the Parties agree, this process may be applied to other workplace change initiatives outlined in
this Agreement that would directly affect employees in terms of conditions, entitlements and career
opportunities.

Nothing in the process outlined above limits or restricts Ergon Energy’s capacity to impose on any employee
no more than twice in any calendar year the following:

      Change of start and finish times within the spread of ordinary hours of this Agreement;
      The implementation of short term shift arrangement; and
      Where an employee is allocated to a new work group, the individual’s Rostered Day Off (RDO) may be
      changed from Monday to Friday or vice versa to meet the new work group RDO Schedule;

The above changes shall be subject to consultation with those directly affected and notice of one (1) month
has been given of the implementation date. A shorter implementation date may occur where mutually
agreed by the employees involved.

As part of a process of improvement in productivity and efficiency, discussion will take place to provide more
flexible working arrangements, improvement in the quality of working life, enhancement of skills, training
and job satisfaction and to encourage consultative mechanisms across the workplace.

The consultative processes may provide an appropriate mechanism for consideration of matters relevant to
this Clause. Nominated Employee Representatives at the place of work may be involved in such discussions.

The variation of conditions of employment as contained in this Agreement will have no application until varied
in accordance with the requirements of the Workplace Relations Act 1996.

                                                                                                                 7
    1.6     DEFINITIONS

    In order to ensure clarity in the intent of this Agreement, a list of definitions for terms utilised in this
    Agreement is set out below, where they are used throughout the Agreement they will appear in italics:

    Act means the Workplace Relations Act 1996.

    Allowance means an amount paid to employees in addition to the employee’s rate of pay, other than an all
    purpose allowance.

    All Purpose Allowance means an allowance that is added into the employee’s base rate of pay as prescribed
    in Schedule 1 - Ergon Energy Salary Schedule as applicable for the calculation of payments for Overtime,
    Personal Leave, Annual Leave, Long Service Leave, Completion of Term Payment, Superannuation and
    Retrenchment Payments unless otherwise stated.

    Base Rates means the rate of pay as specified in Schedule 1 of this Agreement.

    Consultation means the timely exchange of relevant information and ideas in such a manner that the parties
    have the actual and genuine opportunity to influence the outcome.

    Nominated Employee Representative means a person/agent or employee (other than a legal representative)
    nominated or elected by the employee/s to act on their behalf.

    Ergon Energy means Ergon Energy Corporation Limited.

    Fixed Term means a specified period of time clearly identified by the term of the employment contract where
    the time of commencement and the time of completion are detailed.

    Mutual Agreement means an Agreement, which has been arrived at between directly affected employees
    and relevant management without duress being applied to either party.

    Short Term Shift Arrangement means a shift covering any duration of a minimum of five (5)days up to and
    including eight (8) weeks Monday to Friday only.

    Specified Task means employment for a specific project, task or undertaking, and for which the employment
    contract will specify the circumstances, event, or criteria on which the employment will terminate.

    1.7     NO EXTRA CLAIMS

    It is agreed that during the life of this Agreement, no extra claims will be made by either party in terms of
    employment conditions.

    1.8     OBJECTIVE OF THE AGREEMENT

    This Agreement has been negotiated by the parties to consolidate and provide equitable conditions of
    employment for all Ergon Energy employees covered by this Agreement.

    1.9     DISPLAYING OF THIS AGREEMENT

    A copy of this Agreement will be exhibited in a conspicuous and convenient place in each workplace so that it
    can be easily read by all employees.

    Hard copies of this Agreement will be available in the workplace and electronic copies will be available
    through the Ergon Energy intranet. In addition Ergon Energy will, within the first six (6) months of this

8
Agreement being approved ensure that booklet style copies of this Agreement are printed and made available
to all employees on request.

1.10    EMPLOYMENT SECURITY

There will be no forced retrenchments for the life of the Agreement. The Agreement to have no forced
redundancies depends upon the employee accepting reasonable retraining and redeployment to suitable
alternative employment within their current locality to the extent that would not require a move of residence
or travel further than fifty kilometre radius of their original work location.

1.11    SALARY MAINTENANCE

An employee whose position is made redundant during the life of this Agreement and is redeployed into a
suitable alternative position will have their salary maintained without reduction, including future Agreement
increases.

Where an employee is redeployed, their salary for superannuation purposes will exclude shift allowances
unless applicable to the new position with the exception of an employee on aggregated salary arrangements
who will maintain their aggregated salary.

If, following notice of their position being made redundant and prior to being redeployed, an employee is
successful in attaining another position through a recruitment and selection process their salary will be
maintained without reduction including future Agreement increases.

If, following redeployment, an employee is successful in attaining another position through a recruitment and
selection process the salary, terms and conditions of their new position will apply.

1.12    ANTI- DISCRIMINATION

It is the intention of the parties to this Agreement to prevent and eliminate discrimination, as defined by the
Anti-Discrimination Act 1991 as amended from time to time, which includes:

    Discrimination on the basis of sex, marital status, family responsibilities, pregnancy, parental status,
    age, race, impairment, religion, political belief or activity, trade union activity, lawful sexual activity and
    association with, or relation to, a person identified on the basis of any of the above attributes;
    Sexual harassment; and
    Racial and religious vilification.

Accordingly, in fulfilling their obligations under the grievance and dispute settling procedure, the parties to
this Agreement must take reasonable steps to ensure that the provisions of this Agreement are not directly
or indirectly discriminatory in their effects.

Under the Anti-Discrimination Act 1991 it is unlawful to victimise an employee because the employee has
made or may make or has been involved in a complaint of unlawful discrimination or harassment.

Nothing in this Clause is to be taken to affect:

    Any different treatment (or treatment having different outcomes) which is specifically exempted under
    the Anti-Discrimination Act 1991;
    An employee, Ergon Energy or registered organisation, pursuing matters of discrimination, including by
    application to the Human Rights and Equal Opportunity Commission/Anti-Discrimination Commission
    Queensland.


                                                                                                                      9
     PART 2            GRIEVANCES AND DISPUTES




     2.1       GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE

     General

     2.1.1     The matters to be dealt with in this procedure include all grievances or disputes between an
               employee(s) and Ergon Energy in respect to any matter. This also includes any disputes relating
               to contested position appointments or issues relating to the composition of the workforce. This
               procedure applies to a single employee or to any number of employees.

     2.1.2     Whilst the procedure in this Clause is being followed, normal work will continue except in the case of
               a genuine safety issue directly affecting the performance of the work.

     2.1.3     The status quo will be maintained whilst the procedure in this Clause is being followed. In this
               Clause, status quo means the circumstances that prevailed immediately prior to the disputed issue
               being notified.

     2.1.4     Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject
               to acceptance that some matters may be of such complexity or importance that it may take a
               reasonable period of time for the appropriate response to be made. If genuine discussions are
               unreasonably delayed or hindered, it will be open to any party to the dispute to give notification of a
               dispute to the Commission.

     Internal Resolution Process

     2.1.5     In the event of an employee having a grievance or dispute the employee will in the first instance
               attempt to resolve the matter with the immediate supervisor, who will respond to such request
               as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged
               actions of the immediate supervisor the employee/s may bypass this level in the procedure.

     2.1.6     If the grievance or dispute is not resolved under Clause 2.1.5 the employee or, if the employee so
               chooses, the employee’s nominated representative may refer the matter to the next higher level of
               management for discussion. Such discussion should, if possible, take place within twenty (24) hours
               after the request by the employee or the employee’s nominated representative.

     2.1.7     If the grievance involves allegations of unlawful discrimination by a supervisor the employee
               may commence the grievance resolution process by reporting the allegations to the next level
               of management beyond that of the supervisor concerned. If there is no level of management
               beyond that involved in the allegation the employee may proceed directly to the process outlined at
               Clause 2.1.9.

     2.1.8     If the grievance or dispute is still unresolved after discussions mentioned in Clause 2.1.5 and 2.1.6,
               the matter will be reported to the relevant Ergon Energy senior management. This should occur as
               soon as it is evident that discussions under Clause 2.1.5 and 2.1.6 will not likely result in resolution
               of the dispute.

     Referral to the Commission

     2.1.9     If the grievance or dispute remains unresolved after the parties to the dispute have genuinely
               attempted to reach a resolution in accordance with Clauses 2.1.5 to 2.1.8, either party to the
               dispute may refer the grievance or dispute to the Australian Industrial Relations Commission
               (‘the Commission’) under the Act for resolution. Subject to the procedures of the Commission, a
               grievance or dispute that is referred to the Commission under this Clause will be referred to the
               President of the Commission for assignment.


10
2.1.10   In conducting the dispute resolution process the Commission is empowered to take such action as is
         appropriate to assist the Parties to resolve the matter including:
         a. Arranging conferences of the Parties or their representatives at which the Commission is
             present;
         b. Arranging for the Parties to the dispute or their representatives to confer among themselves at
             conferences at which the Commission is not present;
         c. Consult with the Parties to the dispute individually and/or collectively, formally and/or informally
             (however the Commission must not allow the process of consultation to delay the process of
             resolving the dispute);
         d. Request oral or written submissions;
         e. Conduct site visits;
         f. Require other processes or procedures to be undertaken so as to enable the Commission to
             determine the grievance or dispute in a just and expeditious way;
         g. Do all such things as are necessary to implement the decision of the Commission;
         h. Ensure that full transcripts of all proceedings are taken and made available to all Parties to the
             dispute; and
         i. Any other actions or assistance the Parties to the dispute may agree.

2.1.11 The Commission must, as far as is practicable, act:

         a. Without delay;
         b. In a way that avoids unnecessary technicalities and legal forms; and
         c. In accordance with this Agreement.

2.1.12   Each party to this dispute resolution process commits to require/and or direct the attendance of any
         person or persons in their respective employ at any proceeding that the Commission may convene
         if the Commission considers that person or persons would be of assistance in the determination
         of the industrial dispute. Failure to honour such commitment may be taken into account by the
         Commission in arbitrating the dispute.

2.1.13   Each party to this dispute resolution process commits to produce to the Commission any documents,
         books, records or other items not subject to legal professional privilege as the Commission may
         require to assist it to conciliate and/or arbitrate an industrial dispute. Failure to honour such
         commitment may be taken into account by the Commission in arbitrating the dispute.

2.1.14   The Parties to this dispute resolution process may be represented by an agent appointed in writing.

2.1.15   During the process of conciliation the Commission may only permit a party to the dispute or
         person to be represented by a lawyer, if and only if, all parties to the grievance or dispute consent.
         However, during arbitration and/or the appeal process either party may seek leave from the
         Commission to be legally represented. In considering the granting of such leave the Commission
         must be satisfied of the benefits of having legal representation, having regard to the matter the
         proceedings relate to, that there are special circumstances that make it desirable for the party
         to the dispute to be legally represented and that the party to the dispute can only be adequately
         represented by a lawyer.

2.1.16 Where the parties to a dispute are unable to reach Agreement in relation to particular aspects of a
        matter the Commission may make recommendation/s about those aspects of the matter.




                                                                                                                   11
     2.1.17   Within three (3) working days of the Commission making such recommendation/s, the Parties
              to the dispute are to inform the Commission whether or not they intend to comply with the
              recommendation/s of the Commission.
     2.1.18   Where either party to the dispute has either failed to inform the Commission that they intend to
              comply with the recommendation/s within three working days or has advised the Commission that
              they do not intend to comply with the recommendation/s the Commission will at the request of either
              party to the dispute list the matter for arbitration.

     Arbitration by the Commission

     2.1.19   In the event the matter is not resolved through conciliation and proceeds to arbitration either party
              to the dispute may request another member of the Commission to arbitrate and hand down a binding
              decision. In arbitrating the matter the Commission will give the parties an opportunity to be heard
              formally on the matter(s) in dispute.

     2.1.20 In making its decision the Commission:

              a. will have regard to the materials, including witness evidence, and submissions put before it at
                 the hearing and will disregard any admissions, concessions, offers or claims made in conciliation
                 or mediation;
              b. will be governed in its decisions by equity, good conscience and the substantial merits of the
                 case;
              c. will not be bound by technicalities, legal forms or rules of evidence; and
              d. may inform itself on any matter it considers appropriate to resolve the grievance or dispute.

     2.1.21 After the hearing, the Commission will provide the decision in writing to the parties to the dispute as
             quickly as practicable.

     Appeal following Arbitration

     2.1.22   Where either party to the dispute is dissatisfied with a decision of the Commission they may appeal
              the decision on a question of law to the Full Bench of the Commission.

     2.1.23   Subject to any applicable procedures of the Commission, an appeal under this Clause will be dealt
              with by a Full Bench of the Commission, all of whom hold the office of member of the Commission
              under the Act. The Full Bench will be appointed by the President of the Commission. The
              Commissioner whose decision is being appealed is excluded from hearing the appeal.

     2.1.24 An appeal against a decision must be commenced within twenty one (21) days after:

              a. If the decision is given at a hearing - the announcement of the decision at the hearing; or
              b. If the decision is given through the registrar - the release of the decision.

              The Commission is not to permit any extensions to the twenty one (21) day time limit.

     2.1.25   An appeal is by way of rehearing on the record. However, the Full Bench may hear evidence afresh,
              or hear additional evidence, if it considers it appropriate to effectively dispose of the appeal.

     2.1.26 The Full Bench may:
             a. Dismiss the appeal; or
             b. Allow the appeal, set aside the decision and substitute another decision; or
             c. Allow the appeal and amend the decision; or
12
         d. Allow the appeal, suspend the operation of the decision and remit the grievance or dispute, with
            or without directions, to the commission,
            (i) For report to the Full Bench; or
            (ii) To act according to law.

Costs

2.1.27   Each party to the dispute will, at each stage of the procedure outlined in this Clause, bear its own
         costs.




                                                                                                                13
     PART 3          TERMS AND CONDITIONS OF EMPLOYMENT




     3.1     TYPES OF EMPLOYMENT

     Employees covered by this Agreement will be advised in writing of their employment category upon
     appointment.

     Under the terms of this Agreement, Ergon Energy may offer the following types of employment:
        Full time;
        Part time;
        Casual.

     For full time or part time employees, the following employment arrangements exist:
         Permanent;
         Fixed Term; and
         Specified Task.

     3.2     FULL TIME EMPLOYMENT

     Employees engaged on a Full Time basis will be employed to work 36.25 ordinary hours per week (which will
     be worked over 72.5 hours per fortnight) or in accordance with Alternative Employment Arrangements or
     Shift Work Arrangements as defined under this Agreement.

     3.3     PART TIME EMPLOYMENT

     Ergon Energy requires a part time employee to work for a minimum of three (3) consecutive hours on any day
     which work is to be performed and 15 hours minimum per week, up to a maximum of 32.2 hours per week.

     A part time employee is an employee who has reasonably predictable hours of work; and receives on a pro
     rata basis, equivalent pay and conditions to those of full time employees covered by this Agreement.

     At the time of appointment, Ergon Energy and the employee will agree in writing on the pattern of work
     required, including specifying the number of ordinary hours per week, the days on which the work is to be
     performed and the usual daily starting and finishing times. These original arrangements may be later varied
     by Mutual Agreement between the employee and Ergon Energy.

     Any variation to the work pattern will be in accordance with methods of altering the ordinary hours of work
     for full time employees.

     The agreed number of ordinary hours per week will not be varied without the consent of the employee. Any
     such agreed variation to the number of weekly hours of work will be recorded in writing.

     All time worked outside the spread of ordinary working hours and all time worked in excess of the hours as
     mutually arranged will be overtime and paid for at the rates in this Agreement.

     Where a public holiday falls upon on a day which an employee normally works, the employee will be paid the
     appropriate rate for the number of hours normally worked on that day.

     Where an employee and Ergon Energy agree in writing, part time employment may be converted to full time,
     and vice-versa. If such an employee transfers from full time to part time (or vice-versa), all accrued leave
     entitlement balances will be maintained. Following transfer to part time employment accrual of leave will
     occur on a pro rata basis.




14
3.4     CASUAL EMPLOYMENT

A casual employee will mean an employee who is engaged by the hour on an as required basis.

The following conditions will be applicable to casual employees:
   The ordinary hours will not exceed 8 hours 3.3 minutes per day between the hours of 6.00 a.m. and 6.30
   p.m. Monday to Friday.
   A casual employee will be paid at the rate of 23 percent (23%) per hour in addition to the ordinary hourly
   rates with a minimum payment of two (2) hours for each engagement.
   All time worked in excess of 8 hours 3.3 minutes per day or outside the spread of hours will be paid at the
   appropriate overtime rate.

3.4.1    Conversion from Casual Employee to a Permanent Employee

Casual employees, who have worked on a regular and systematic basis for a period exceeding 12 month’s
continuous service, will have the option to apply for conversion to a permanent part time or permanent full
time. If Ergon Energy agrees (and such Agreement will not be unreasonably withheld), the minimum hours
of work on appointment will be calculated on the average of the hours worked each week over the preceding
twelve (12) month period.

3.5     FIXED TERM AND SPECIFIED TASK

Ergon Energy may appoint Fixed Term or Specified Task employees in circumstances where the appointment
is for a nominal period up to twenty four (24) calendar months.

Following consultation with the relevant Nominated Employee Representatives this period may be extended
to a longer period, to cover the following situations:
    Where employees are temporarily absent from work as a result of being on an approved form of leave,
    temporary transfer or secondment, or where the permanent incumbent is back-filling in another role;
    Where there is a short term requirement to perform the duties of a vacant position as a result of a
    restructure and until such time that the position is filled on a permanent basis, being a period of no more
    than twelve (12) months;
    Where specialist skills are sought that are beyond the capability of existing employees, and that once the
    work is completed there will not be an on-going need for the work to be performed;
    Where there exists unexpected peak periods of work; or
    Where a project, program or periodic task has been identified and there is not likely to be an on-going
    need for the work to be performed once the task is complete.

Where an existing, permanent employee is appointed to perform a specific task or tasks or for a Fixed Term
period, the employee will on completion be redeployed to a suitable alternative position commensurate with
their skills and competency or, if available, their previous position.

Where, at the time of appointment any Specified Task is reasonably likely to extend beyond twenty four (24)
calendar months, the parties agree that such positions will be filled by a person employed as a permanent
employee.

3.5.1   Completion of Term Payment

On completion of a Fixed Term or Specified Task engagement (minimum of twelve months) where the
employment terminates, an ex-gratia “Completion of Term Payment” (CTP) will be payable as follows to the
employee:
    Three (3) weeks per year of service, together with a proportionate amount for an incomplete year of
    service;
                                                                                                                  15
           Pro-rata Annual Leave is paid to the date of termination less any Annual Leave taken; and
           Long Service Leave (LSL) at the rate of 1.3 weeks per completed year of service and pro-rata will be paid
           for an incomplete year of service up to the date of termination less any LSL taken.

     The Completion of Term Payment does not apply to an apprentice or a trainee under an apprenticeship or
     traineeship.

     3.6       POSITION PROFILES

     All offers of employment will include an up to date position profile.

     Position profiles should be regularly reviewed to determine if the duties, key accountabilities or reporting
     responsibilities have changed. The position profile should be updated to reflect any changes.

     The review of individual position profiles should occur at least annually and be discussed as part of the
     annual performance review process. The review process will be in consultation with the employee on any
     proposed changes and amendments to be made to the profile and provided to the employee and placed on
     their personnel file.

     If the accountabilities, responsibilities or skill requirements of the position change sufficiently to warrant a
     possible reclassification, the position profile will need to be re-evaluated and determined within an agreed
     timeframe to assess whether the current classification level and therefore salary, is still appropriate for the
     position.

     If the position is re-evaluated at a lower or higher classification, the reason for the outcome will be
     communicated in a timely manner to the employee or employees concerned.

     3.7       TRAINEES, APPRENTICES AND GRADUATES

     3.7.1     Trainees and Apprentices

     Ergon Energy will continue to maintain a commitment to the engagement of trainees and apprentices.
     Ergon Energy will also consider retaining trainees and apprentices on completion of their traineeship or
     apprenticeship. Any retention will be subject to the operational requirements of Ergon Energy.

     The specific rates of pay applicable for all trainees and apprentices are contained in the Schedule 1 of this
     Agreement.

     3.7.2     Apprentice Numbers

     Ergon Energy will maintain an average of 280 technical stream apprentice numbers during the life of this
     Agreement.

     3.7.3     Existing Ergon Energy Employee

     When an existing employee becomes an apprentice or a trainee with Ergon Energy they will be entitled to
     maintain the salary point they received immediately prior to becoming an apprentice or trainee or the rate
     prescribed for the relevant level of apprenticeship or traineeship, whichever is the greater.




16
3.7.4   Adult Apprentices and Adult Trainees

When an apprentice or trainee turns 21 years of age during the course of their apprenticeship or traineeship
with Ergon Energy they will be paid Salary Point 0.0 in accordance with Schedule 1 of this Agreement, or the
rate prescribed for the relevant level of apprenticeship or traineeship, whichever is the greater.

3.7.5   Apprentices Working Outside of Ergon Energy

Ergon Energy will ensure that its apprentices are only placed with companies that can provide a training
outcome to achieve the required level of competence. For the duration of their placement outside Ergon
Energy, the apprentice will continue to receive their normal conditions of employment in accordance with this
Agreement.

3.7.6   Graduates

Ergon Energy will continue to maintain a commitment to the engagement and development of new and
existing graduates. Ergon Energy agrees that graduates will be exposed to a range of development
opportunities designed to give a broad understanding of their discipline and opportunities to increase their
skills.

3.7.7   Engineering Graduates

Ergon Energy agrees that Engineering Graduates will be provided with a structured development plan,
which is designed to give a broad understanding of their discipline and opportunities to increase their skills
and ensure Graduates have the opportunity to attain Charter of Practicing Engineering and Registered
Professional Engineer Queensland (RPEQ) as applicable.

As a minimum graduates on successful completion of the Graduate program will be appointed to Salary Point
12.5 Professional & Managerial Grade 1 (PM1).

In addition the graduate on further placement and appointment in to a permanent position will be classified
at Professional Managerial Grade 2 (PM2) and provided with an opportunity to progress to Salary Point 14.3
via an Approved Training Plan (ATP) in a reasonable and acceptable timeframe agreed between the employee
and their manager/supervisor.

3.8     ENGINEERING PROGRESSION ARRANGEMENTS

Engineering employees (other than graduates) currently in the Professional & Managerial stream will be
provided the opportunity via an Approved Training Plan (ATP) to progress to Salary Point 14.3 in a reasonable
and acceptable timeframe agreed between the employee and their manager/supervisor.

Any further progression above Professional & Managerial Grade 2 (PM2) will be subject to availability of
positions in Ergon Energy and advertisement and open selection procedures.

3.9     TERMINATION OF EMPLOYMENT

3.9.1   Statement of Employment

Ergon Energy will, in the event of termination of employment, provide upon request to an employee who has
been terminated a written statement specifying the period of employment and the classification or type of
work performed by the employee.




                                                                                                                 17
     3.9.2   Notice of Termination by Ergon Energy

     Ergon Energy will give the following period of continuous notice in terminating the employment of an
     employee:


                   Period of Continuous Service                             Period of Continuous Notice
       Not more than 1 year                                                             1 week
       More than 1 year, but not more than 3 years                                     2 weeks
       More than 3 years, but not more than 5 years                                    3 weeks
       More than 5 years                                                               4 weeks


     The employee cannot be directed by Ergon Energy to utilise their annual leave in lieu of serving the notice
     period.

     In addition to the above notice, employees over 45 years of age at the time of giving of notice and with not less
     than two (2) years’ continuous service will be entitled to an additional week’s notice.

     Payment in lieu of notice will be made if the appropriate notice is not given. Employment may be terminated
     by part of the period of notice specified and part payment in lieu.

     Compensation must at least equal the total of the amount Ergon Energy would have been liable to pay the
     employee if the employees employment had continued until the end of the required notice period.

     The total must be calculated on the basis of:
        The ordinary time rate of pay for the employee; and
        The amounts payable to the employee for the hours, including (for example) allowances, loadings and
        penalties; and
        Any other amounts payable under the employee’s contract of employment.

     The period of notice will not apply in the case of dismissal for misconduct or other grounds that justify instant
     dismissal, or in the case of casual employees, or employees engaged for a or Specified Task.

     3.9.3   Notice of Termination by Employee

     Employees will give Ergon Energy one (1) week’s notice of termination of employment. If the employee fails to
     give notice, Ergon Energy will have the right to withhold the equivalent wages due to the employee.

     3.9.4   Time Off During Notice period

     During the period of notice of termination given by Ergon Energy, the employee will be allowed up to one (1)
     day’s time off without loss of pay for each week of notice (up to a maximum of four (4) days) for the purpose
     of seeking other employment. This time off will be taken at times that are convenient to the employee after
     consultation with Ergon Energy.




18
PART 4            WAGES




4.1       WAGES PAYMENTS

This Agreement provides for the following guaranteed compounding salary increases:

      From the first full pay period commencing on or after lodgement a 3.5% wage adjustment plus a further
      1% productivity payment for a total of 4.5%;
      From the first full pay period commencing 12 months following the date of lodgement a further 3.5%
      wage adjustment plus a further 1% productivity payment for a total of 4.5 %; and
      From the first full pay period commencing 24 months following the date of lodgement a further 3.5%
      wage adjustment plus a further 1% productivity payment for a total of 4.5%.

The 1% productivity payments available via this Agreement will be based on Ergon Energy employee’s
contribution to the implementation and delivery of productivity improvements as identified in the Ergon
Energy Strategic and Business Plans over the life of the Agreement.

The parties have agreed to a review over the life of this Agreement based on the movement in CPI over the
full term of this Agreement, and adjust base rate where CPI has moved by a higher total percentage amount
than the base rate increases provided by this Agreement (14.12%). Such adjustment will take the form of
an increase by the percentage necessary to ensure that base rate have moved by at least the same amount
as CPI over the term of this Agreement, and will be payable prospectively from the last pay period within the
nominal term of this Agreement.

CPI means Consumer Price Index, Australia (Australian Bureau of Statistics Cat. No. 6401.0) for Capital
City Brisbane, percentage change in the index from the last quarter reported prior to certification to the
equivalent quarter three (3) years later.

4.2       PAYMENT OF SALARIES/WAGES

Employee’s salaries shall be paid into the employee’s nominated accounts (up to a maximum of four (4)
accounts in total), with any bank, credit union, permanent building society or other financial institution each
fortnight. For the purpose of calculating the amount payable fortnightly, the annual salary will be divided by
twenty six (26). All pays, except early termination cases, will be transferred into the nominated accounts no
later than one (1) hour before close of business on the Thursday following the close of the pay period.

Where an action by Ergon Energy has delayed the usual day an employee’s pay is deposited in their financial
account(s) as above, Ergon Energy will reimburse that employee for any substantiated additional directly
associated charges incurred by that delay. For example, a fee for a home loan payment not able to be
deducted from an account due to insufficient funds.

4.3       RECOVERY OF OVERPAYMENTS

Where an employee receives an overpayment, a reasonable repayment Schedule will be implemented
following consultation and Agreement between Ergon Energy and the employee for the purpose of recovering
any overpayment of entitlements less any substantiated costs incurred by the employee as the sole result of
the overpayment. Such Agreement will not be unreasonably withheld by either party.




                                                                                                                  19
     PART 5          ALLOWANCES




     5.1     ALLOWANCES

     The following allowances apply (as applicable) to employees covered by this Agreement:
        Availability Duty Allowance (ADA)
        First Aid Allowance
        Overtime Meal Allowance
        Degree Allowance
        Confidentiality Allowance
        Locality Allowance
        Tool Allowance
        Employee in Charge (EIC1) (where an employee is appointed on a daily basis)
        Working Away from Home Allowances:
              • Meals (Breakfast, Lunch, Dinner)
              • Incidental Allowance
              • Supplementary Allowance

     5.2     ALL PURPOSE ALLOWANCES

     The following All Purpose Allowances apply (as applicable) to employees covered by this Agreement:
        Annualised Allowance (AGA)
        Substation and Test Allowance
        Power Station Allowance
        EDSD Allowance
        EDSD Payment
        Employee in Charge Allowance (EIC):
              • EIC1 (where an employee is permanently appointed)
              • EIC2 (where an employee is permanently appointed)

     5.3     WORKING AWAY FROM HOME

     Employees who are required to work away from their normal place of work for longer than one (1) day, will do
     so in accordance with the terms and conditions as follows:

     The preferred arrangement is for Ergon Energy to provide full board and accommodation to the minimum
     standard. Notwithstanding this however, employees are able to elect to receive a meal allowance to cover the
     cost of meals in lieu of the provisions of meals (full board). This allowance will be provided in accordance
     with the following arrangements:

     Ergon Energy will provide accommodation and a meal allowance of $77.55 and an incidental allowance of
     $15.90 for each overnight absence. These allowances will be adjusted in accordance with Australian Taxation
     Office (ATO) increases for tier two (2) country centres as varied from time to time.

     On the final day where the employee is travelling back to home base, Ergon Energy will pay for any meals
     required on the following basis:

     Breakfast $ 18.85
     Lunch     $ 21.55
     Dinner    $ 37.15 * Where an employee continues to work one (1) hour or more after their normal
                         finishing time.
     TOTAL     $ 77.55
20
5.3.1   Isolated and Remote Areas

In isolated and remote areas where commercial accommodation is not readily available and alternative
accommodation is provided or arranged, Ergon Energy will provide a meal allowance of $85.40 and an
incidental allowance of $15.90. These allowances will be adjusted in accordance with Australian Taxation
Office (ATO) increases for high cost country centres as varied from time to time.

On the final day where the employee is travelling back to home base, Ergon Energy will pay for any meals
required on the following basis:

Breakfast $ 21.10
Lunch     $ 23.65
Dinner    $ 40.65 * Where an employee continues to work one (1) hour or more after their normal
                    finishing time.
TOTAL     $ 85.40

Meal allowances may be paid to employees in advance of travel, by submitting a timesheet prior to close of
the pay period (prior to travel) to allow for normal processing of this allowance payment by Payroll Services.

5.3.2   Supplementary Accommodation Allowance

In addition, a supplementary accommodation allowance as shown in the table below will be paid for each
overnight absence. The supplementary allowance will be indexed and adjusted annually by the percentage of
the wage adjustments to base salary rates as specified in the salary Schedule of this Agreement

Employees will be entitled to claim the supplementary allowance under any one of the following
circumstances:

1. Where the employee is required to prepare or supply meals and maintain their accommodation facilities
   when working in remote or isolated regions where serviced commercial accommodation is not available
   or provided.

2. When employees are placed in accommodation where Ergon Energy’s recommended accommodation
   standard could not be provided and the length of stay is for two (2) or more overnight absences.

3. When employees are placed into accommodation on a twin share basis for each overnight absence.

                                                                                             Amount
                                   Effective Date                                         (Per Overnight
                                                                                             Absence)
  From the first full pay period commencing on or after lodgement                              $12.55
  From the first full pay period commencing 12 months following the date of
                                                                                               $13.11
  lodgement
  From the first full pay period commencing 24 months following
                                                                                               $13.70
  the date of lodgement

Commercial Accommodation will mean hotel/motel style accommodation.

Non Commercial Accommodation may include accommodation such as mining camps, workers barracks,
shearer’s quarters, non serviced caravan parks.



                                                                                                                 21
     Remote or Isolated Regions will mean high cost rural and remote country areas such as Torres Straits, Far
     Western Queensland and the Gulf.

     Where Ergon Energy tenders and is successful in obtaining contracts outside of Ergon Energy’s regulated
     area of operations, Ergon Energy reserves the right to offer only full board and accommodation to a standard
     agreed by the relevant employees and their supervisor. This Clause will not apply to Ergon Energy employees
     working on Ergon Energy assets under current Service Level Agreements.

     Please Note:
     Ergon Energy will meet the costs of any Fringe Benefits Tax (FBT) that is applicable in respect of the
     allowances described in this Clause.

     Where employees elect to take the meal allowances in lieu of having meals provided, the recommended
     maximum time worked away without return to home is three (3) weeks.

     Any period longer than three (3) weeks away without returning home may result in the allowance being
     subject to FBT as a Living Away from Home Allowance. While Ergon Energy will meet the FBT liability, if
     any, the employee may have some or all of the allowance shown on their payment summary as reportable
     fringe benefits. The employee will be required to complete a declaration by Ergon Energy and Ergon Energy
     may be required to disclose an associated amount on the employee recipient’s payment summary under the
     compulsory reportable fringe benefits measures.

     5.3.3   Period Away From Home

     Ergon Energy will not normally require employees to work away from home for more than two (2) consecutive
     weeks without returning home. Ergon Energy will meet the costs of time and travel to home and return every
     two (2) weeks. Notwithstanding that the employees and project supervisor may mutually agree shorter or
     longer periods.

     Ergon Energy employees when working away from home for continuous periods exceeding one (1) week, may
     return to their home base on weekends prior to completion of the Scheduled work. Any such arrangements
     will be by Mutual Agreement between the employee and relevant supervisor and any travel will be in the
     employee’s own time.

     5.3.4   Accommodation

     The preferred minimum standard of accommodation is a well maintained serviced, air-conditioned single
     motel room with radio/television and ensuite bath/shower and toilet facilities with access to a refrigerator for
     the storage of employee’s food and beverages.

     5.3.5   Meals

     Where Ergon Energy provides meals, they shall be of a suitable choice, quality and quantity to meet the
     varying tastes and nutritional needs of employees.

     5.3.6   Telephone

     Reasonable telephone expenses incurred by employees while travelling will be paid by Ergon Energy or may
     instead supply pre paid telephone cards.

     5.3.7   Laundry

     For employees required to work away for continuous periods greater than three (3) days without return travel
     home, laundry services will be arranged.

22
5.3.8   Overseas Work

Employees may be requested by Ergon Energy to travel overseas on business. While working overseas
employees will where possible, be entitled to the same standard of accommodation and meals as would be
provided by Ergon Energy in Australia.

Where available, premium economy or equivalent seating will be provided for employees undertaking such
travel.

Ergon Energy will reimburse the employee for all business related expenses incurred and provide the
employee with a corporate credit card, traveller’s cheques, cash or other suitable form of recompense.

Ergon Energy will reimburse the employee for actual expenses incurred for laundry, airport taxes, tips
(where customary in the country), and transport to and from airports and work places.

At no cost to the employee, Ergon Energy will arrange all necessary visas and allow the employee paid time
to obtain a passport, and to obtain any immunisation requirements prior to departure.

Where workers compensation does not apply because of the work or work location, Ergon Energy will
arrange for and pay the premiums for personal accident insurance to cover the employee. Ergon Energy will
ensure that the employee will not be disadvantaged in terms of any accident benefit that would normally be
available under Queensland WorkCover legislation.

Ergon Energy will compensate the employee for any financial losses directly incurred as a result of the
employee working overseas. Employees will therefore be recompensed for financial losses arising from, but
not limited to, currency exchange variations, cost of living differences between Australia and the country
in which the work is being performed, reasonable telephone calls to Australia, and personal taxation
adjustments.

Where an employee who is working overseas for such an extended period that the employee is no longer
required to pay Australian taxes, and/or is required to pay tax at a rate lower than what would normally
apply had the employee been working in Australia, the employee will be entitled to the benefit by way of any
reduction in taxation. If the employee is required to pay tax at a higher rate than what the employee would
have been required to pay when working in Australia, Ergon Energy will, in addition to the employee’s usual
wages, pay the additional tax on behalf of the employee.

Ergon Energy will prior to the employee’s departure, provide any current advice, which may have been issued
by the Department of Foreign Affairs concerning the country in which the employee is to work. Ergon Energy
will also provide other information, which is in Ergon Energy’s possession, which may better apprise the
employee of specific legal and or cultural issues, which are particular to the country in which work is to be
performed.

Extended travel plans should accommodate adequate rest breaks for employees.

Ergon Energy may instigate additional arrangements as may be agreed on an individual basis.

5.4     ANNUALISED ALLOWANCE

Specific Allowances as defined in Schedule 5, have been included for the purpose of calculating an all
purpose Annualised Allowance Payment (AGA) which will be based on 1% of Salary Point 4.2 as prescribed by
Schedule 1 and included in the hourly rate.

Employees who receive this allowance will not be entitled to claim the separate allowances described in
disability and ability allowances in Schedule 5.

                                                                                                                23
     This all purpose allowance will be applied to employees who are employed as Power Workers, Technical
     Servicepersons and Para-Professionals employed predominantly in field activities.

                                                                                                  Amount
      Effective Date
                                                                                                (Per Annum)
      From the first full pay period commencing on or after lodgement                               $487
      From the first full pay period commencing 12 months following the date of
                                                                                                    $509
      lodgement
      From the first full pay period commencing 24 months following the date of
                                                                                                    $532
      lodgement

     5.5     CONFIDENTIAL ALLOWANCE

     Personal Assistants classified in the Administrative Stream, up to Salary Point 6.0, who perform personal
     or confidential work, at the discretion of Ergon Energy, will be paid an allowance of $550.00 per annum in
     addition to their base rate.

     5.6     BACHELOR DEGREE ALLOWANCE

     Administrative employees, up to Salary Point 11.3, who have attained a Bachelor degree relevant to the work
     being performed will be paid an allowance of $1,255.00 per annum in addition to their base rates.

     5.7     SUBSTATION AND TEST DEPARTMENT ALLOWANCE

     Employees who are employed in a position entitling them to be paid the substation and test department
     allowance will have the allowance included in their hourly rate for all purposes.

     New employees appointed to such positions will initially be paid the allowance. After completion of their
     probationary period, their rate of pay will be adjusted to incorporate the substation and test department
     allowance into the hourly rate as above.

     Employees having the substation and test department allowance incorporated into the determination of their
     salary point will not be entitled to claim the substation and test department allowance in any other form, nor
     will the substation and test department allowance be incorporated into the determination of an individual’s
     salary point more than once.

     This arrangement does not alter the entitlement of other employees to claim the substation and test
     department allowance on a part time basis.

     In addition to the base rates prescribed, employees employed at power stations or at substations or in test
     departments will be paid the following allowances:




24
                                             Professional and Managerial
                                              Employees, Administrative
                                                                             Technical Employees engaged
                                                 Employees, Technical
                                                                              in “trade”; and/or electrical/
                                                Employees engaged in
 Effective Date                                                                electronic technician work
                                               supervisory, engineering
                                                                                   and Power workers.
                                                   science and other
                                                                                       (Per Week)
                                                  technical discipline.
                                                       (Per Week)

 From the first full pay period
                                                        $9.10                            $19.55
 commencing on or after lodgement

 From the first full pay period
 commencing 12 months following the                     $9.51                            $20.43
 date of lodgement
 From the first full pay period
 commencing 24 months following the
                                                        $9.94                            $21.35
 date of
 lodgement

Substation and Test Department Allowance will be treated as an All Purpose Allowance.

5.8     POWER STATION ALLOWANCE

Employees usually employed at a Power Station when required to temporarily perform work at a substation
will continue to be paid the appropriate power station allowance while employed at such substation.

The total base rates for these employees will be deemed to include any penalty rate prescribed by this
Agreement for dirty work, wet work etc.

Power station Allowance - In addition to the base rates prescribed, employees employed at power stations,
will be paid the following allowances:

                                              Professional and Managerial
                                               Employees, Administrative             Technical Employees
                                            Employees, Technical Employees            engaged in “trade”
                                          engaged in supervisory, engineering,         and/or electrical/
 Effective Date                                science and other technical           electronic technician
                                          disciplines, and Production Workers           work and Power
                                               engaged in the operation of                 Workers.
                                                    generating plant.                     (Per week)
                                                        (Per week)

 From the first full pay period
                                                          $13.27                            $27.59
 commencing on or after lodgement

 From the first full pay period
 commencing 12 months following                           $13.87                            $28.83
 the date of lodgement

 From the first full pay period
                                                          $14.49
 commencing 24 months following                                                             $30.13
 the date of lodgement


Power Station Allowance will be treated as an All Purpose Allowance.                                           25
     5.9     AVAILABILITY DUTY ALLOWANCE

     Employees required to perform duties of an on-call employee, duty employee or duty supervisor (or a
     combination of on-call/duty employee) who are on an Availability Duty Roster on a continuous basis, will be
     paid a flat rate $35.00 per day.

     Notwithstanding the circumstances described above (for employees on permanent after hours call out
     rosters), employees who are required to perform after hours call out duties from time to time will be able to
     claim the availability duty allowance for each day they are required to be available.

     Duty Employee means an employee who is required after ordinary hours to receive calls relative to
     emergency and/or breakdown work, and includes supervisory employees.

     On-call Employee means an employee who outside ordinary working hours is required to be available at all
     times to perform emergency work.

     Duty employees undertaking after hours duty officer duties or a coordination role of emergency call outs will
     be deemed to commence work when they receive notification of an event requiring continuous time and effort
     or resulting in a large volume of calls. This may include coordinating resource functions, restoring supply,
     switching coordination functions outside designated Control Centre boundaries.

     In circumstances as described above the employee would then receive payment for such time worked with a
     minimum of four (4) hours at base rates as per emergency work payments.

     The duty employee would be deemed to be off duty when the communication frequency rate drops to one
     (1) call per ½ hour or the requirement to coordinate resources, restore supply, coordinate or undertake
     switching or other continuous high demand duties cease.

     Other than the circumstances above, employees on availability duty who are contacted on stand alone
     occasions for advice in relation to a maintenance or operational issue not relating to emergency call outs
     outside of ordinary hours will be paid one (1) hour at the appropriate overtime penalty rates.

     If an employee’s RDO falls within a period they are rostered on-call, the RDO will be reScheduled by mutual
     Agreement to another date in the pay period outside of the availability roster period or elect to bank the RDO.

     An on-call or duty employee will have one (1) day added to their annual leave for each public holiday on which
     they are required to be on duty.

     5.9.1   Emergency Work

     All employees not excluded by the Alternative Employment Arrangements (AEA) contained in this Agreement
     and who are called out on emergency work will be entitled to overtime for such work from the time of leaving
     home until they return home within a reasonable time.

     The payment will not be less than four (4) ordinary hours or the overtime applicable for the hours worked
     whichever is the greater.

     5.9.2   Emergency Work on a Public Holiday

     Employee not on Availability

     Employees, who are not Scheduled on a call out roster and are called in to carry out unplanned / emergency
     work on a public holiday, will receive accrued time in lieu on a time for time basis. This will be in addition to
     any applicable overtime penalty payment that may otherwise be claimed.
26
To attract the accrued time in lieu the following minimum conditions will apply:
    A minimum of four (4) hours actual time must be worked on the public holiday; and the
    Maximum hours to be allocated to the employees annual leave accrual will be 8.03 hours.

For example if an employee works 6.5 hours actual time, 6.5 hours will be allocated to their annual leave
accrual on a time for time basis.

Employee on Availability

Where the gazetted day for the observance of Christmas Day is not 25 December, an employee on availability
duty (ADA), or who works overtime on 25 December, will be entitled to the provisions of this Agreement as if
25 December was the gazetted day .i.e. paid for hours worked at double time and one half with a minimum of
four (4) hours for the day.

With the exception of the above, if an employee responds to a emergency call out on the gazetted day for
Christmas Day, the employee will be paid 200% for the hours worked in addition to the ordinary payment for
the day.

5.9.3   Payment for Out of Hours Telephone Calls

Where an employee is phoned outside ordinary hours to provide advice in relation to maintenance or
operational issue, the employee shall be paid one (1) hour at the appropriate overtime penalty rates.
Subsequent calls within that one (1) hour period will not attract additional overtime or penalty payments.

5.10  ELECTRICITY DISTRIBUTION SERVICE DELIVERY (EDSD) NETWORK RECOVERY ATTRACTION AND
RETENTION ALLOWANCE AND PAYMENT

The Parties to this Agreement recognise the future challenge of meeting system reliability standards. A key
factor in addressing these issues is in ensuring Ergon Energy has the appropriate technical expertise to meet
increasing work demand and maintaining suitably qualified and skilled employees.

To ensure Ergon Energy achieves the projected works program over the life of this Agreement, it is essential
that Ergon Energy have the appropriate attraction and retention incentives that value the importance of
the relevant employees. Such incentives recognise the importance of skills and knowledge transfer to
apprentices and other technical based employees who are less qualified.

5.10.1 EDSD Network Recovery Allowance

In recognition of the outcomes related to the EDSD Network Recovery, the allowance applies to employees
classified in the Technical Classification Stream of the classification structure. Employees that have access to
this allowance will be:

   Power Worker – e.g. trades assistants, store work, labouring, plant/vehicle operation, cleaning, tracing.
   Technical Service Person – e.g. line work, cable jointing, customer services, inspections, trade and
   advanced trade technical field and workshop roles (e.g. electrical/electronic, mechanical, fabrication/
   vehicle building or building services).
   Electricity System Designer/Adviser – e.g. layout/mains design work, marketing advice.
   Supervisor – e.g. employees whose primary function is that of trainer/supervisor/coordinator
   Para-professional – e.g. technical roles requiring competencies obtained through Para-professional
   (Associate Diploma) qualifications such as installation and repair of technical equipment, technical
   investigations and design.
   System Operator – e.g. operators within designated control rooms within distribution/ transmission.
                                                                                                                   27
     Power Workers will be paid a pro rata allowance of 70% of the EDSD Network Recovery Allowance as
     annually adjusted. Employees that are engaged on a part time or casual basis will be paid on a pro
     rata basis as applicable. Technical apprentices/trainees will receive the allowance on a pro rata basis in
     accordance with the relevant percentage level for their respective year i.e. Salary Point 4.0, 4.2 or 7.0 as
     applicable.

     The EDSD Network Recovery Allowance has been rolled into the base rates of pay prescribed in Schedule 1
     of this Agreement (as applicable) and is shown in Schedule 2 for Technical Stream Classifications as defined
     above. Schedule 2 will be specifically used for the calculation of annual wage adjustments of this Agreement
     (Clause 4.1), Overtime, Personal Leave, Annual Leave, Long Service Leave, Completion of Term Payment,
     Superannuation and Retrenchment Payments unless otherwise stated.



                               EDSD          EDSD            EDSD            EDSD            EDSD           EDSD
                            Allowance      Allowance       Allowance       Allowance       Allowance      Allowance
                             Per week      Per week -      Per week        Per week        Per week       Per week
                            - Technical      Power        - Technical     - Technical     - Technical    - Technical
                              Stream        Worker        Apprentice/     Apprentice/     Apprentice/    Apprentice/
        Effective Date      (excluding                      Trainee         Trainee         Trainee        Trainee
                               Power
                             Workers)                        Level 1         Level 2         Level 3        Level 4

                               100%            70%            40%             55%             75%            90%

       From the first
       full pay period
       commencing
                             $132.32         $92.63         $52.93          $72.78           $99.24        $119.09
       on or after
       lodgement
       From the first
       full pay period
       commencing 12
       months following      $138.12         $96.69         $55.25          $75.97         $103.59         $124.31
       the date of
       lodgement
       From the
       first full pay
       period
       commencing
       24 months             $145.00       $101.50          $58.00          $79.75         $108.75         $130.50
       following
       the date of
       lodgement

     The EDSD Network Recovery Allowance is inclusive of and absorbs:

         Removal of asbestos or sealing asbestos in or around high/low voltage electrical equipment; and
         Any work covered by Queensland Electrical Safety Legislation by way of compliance and accountability.

     There will be no further claims for employees engaged to perform any of the above.

     Employees in the Technical Classification Stream who receive the EDSD Network Recovery Allowance will not
28   be eligible to receive the EDSD Network Recovery Payment.
5.10.2 EDSD Network Recovery Payment

Employees classified in the Administrative Stream and the Professional & Managerial Streams of the
Classification Structure in recognition of their contribution to the EDSD network recovery program, will
receive the following amounts which will be included in the employee’s hourly rate:

  Effective Date                                                                 EDSD Payment (per annum)
  From the first full pay period commencing on or after lodgement                           $1245
  From the first full pay period commencing 12 months following the date
                                                                                            $1492
  of lodgement
  From the first full pay period commencing 24 months following the date
                                                                                            $1741
  of lodgement

The EDSD Network Recovery Payment has been rolled into the base rates of pay prescribed in Schedule 1
of this Agreement (as applicable) and is shown in Schedule 2 for Administrative Stream and Professional &
Managerial Stream Classifications. Schedule 2 will be specifically used for the calculation of payments for
Overtime, Personal Leave, Annual Leave, Long Service Leave, Completion of Term Payment, Superannuation
and Retrenchment Payments unless otherwise stated.

Employees in the Administrative and Professional & Managerial Streams will not be eligible to receive the
EDSD Network Recovery Allowance.

5.11    TRAVEL TIME

The following will apply to employees who are required to travel to and from their depot to the work site
(other than Start and Finish on the Job arrangements), outside the normal spread of working hours:

   Where possible, employees will be required to travel from their depot, to and from their work site during
   ordinary hours.
   Where it is necessary for employees to travel outside of ordinary working hours, time spent in such travel
   will be paid for at overtime rates.
   Where such travel is undertaken on Saturdays, Sundays and statutory holidays, all time spent on such
   travel will attract the appropriate overtime rate with a maximum of double time.
   When employees are required to travel in the above circumstances, in wet clothes, as a result of working
   in the rain, without having had the opportunity to change into dry clothing, Clause 5.20 (Work in the Rain)
   of this Agreement applies.
   Notwithstanding the above, all travel for non-approved training undertaken at an external learning
   institution (such as TAFE) for personal development training outside of the employees normal hours of
   work, may be in the employees time and cost.

5.12    GENERAL FARES & TRAVELLING

When Ergon Energy requires an employee to travel by rail, first class fares will be provided. Sleeping berths,
if available, will also be supplied where employees are required to travel at night.

When the duties of employees necessitate their travelling outside ordinary hours of duty, they will be paid
base rates of pay for the time spent in travelling before the usual starting time and/or after the usual ceasing
time: Provided that the maximum number of hours actually spent in travelling to be paid for will be twelve
(12) per day: Provided further that actual time travelling on Sundays and public holidays will be paid for at
time and a half the Base Rate.


                                                                                                                   29
         Employees required to work on any day away from their usual place of work will commence work at the
         usual starting time at the place designated by Ergon Energy and will be paid in addition to the maximum
         of twelve (12) hours per day:
         For time prior to departure in accordance with airline requirements to check in prior to departure;
         For time reasonably spent travelling both ways between their homes and their designated place of work
         in excess of the time normally spent by them travelling both ways between their homes and their normal
         place of work. Payment for this travelling time will be paid at the base rates except on Sundays and
         public holidays when they will be paid one and a-half times the base rates; and
         For any fares reasonably incurred by them both ways in excess of the fares normally incurred in travelling
         both ways between their homes and their normal place of work.

     Employees required to travel during ordinary working hours will be paid for all such time spent travelling and
     will have their fares paid.

     5.13    USE OF OWN VEHICLE

     The preferred arrangement is for Ergon Energy to arrange travel for work related purposes. Ergon Energy
     will not direct an employee to use their own vehicle for work related travel purposes. Where an employee
     elects to use their own vehicle for work related travel purposes and it is agreed by Ergon Energy, they will be
     entitled to be reimbursed on a per kilometre basis in line with the Australian Taxation Office guidelines or if
     applicable, the equivalent economy class air fare.

     5.14    EMPLOYEE IN CHARGE ALLOWANCE (EIC)

     An Ergon Energy employee primarily employed to exercise technical or support duties in field based
     classifications, who are appointed on a full time basis as the Employee in Charge to train or supervise two (2)
     or more employees of a lower or similar classification (including apprentices), will on appointment be paid an
     all purpose Employee in Charge (EIC 1) allowance.

     A further Employee in Charge (EIC 2) allowance will also be paid within the first (12) twelve months and/or on
     completion of an Approved Training Plan (ATP), whichever occurs first.

     Where an Ergon Energy employee is required to perform Employee in Charge duties on a daily basis in
     acting or temporary capacity to supervise/train no less than two (2) other employees of similar or lower
     classification (including apprentices), the employee will be paid a daily rate based on the Employee in Charge
     (EIC 1) allowance. This (EIC 1) daily rate will be calculated for the purposes of overtime, and all other leave, if
     the employee continues to work up to the last working day prior to their leave being taken.

     The Employee in Charge (EIC) Allowance will be indexed in accordance with the increases contained in this
     Agreement and will be applied as follows:

                                                                  EIC 1 -          EIC 1 - Daily/         EIC 2 -
                                                                 Full-time          Temporary            Full-time
       EFFECTIVE DATE
                                                               appointment             Basis           appointment
                                                               (Per Annum)           (Per Day)         (Per Annum)
       From the first full pay period commencing on or
                                                                 $1,827                $7.81              $1,143
       after lodgement
       From the first full pay period commencing
                                                                 $1,910                $8.17              $1,195
       12 months following the date of lodgement
       From the first full pay period commencing
                                                                 $1,996                $8.53              $1,249
       24 months followingthe date of lodgement

30
5.15    HIGHER DUTIES

Where Ergon Energy requires an employee to carry out duties which require the exercise of competencies
over and above that for which the employee is otherwise remunerated, for at least one full day continuously
excluding Rostered Days Off (RDO’s), the employee will be entitled to the rate of pay prescribed by this
Agreement for the competencies exercised.

An employee performing higher duties will be paid at the relevant higher rate of salary in the next pay period
following commencement of the higher duties (where practicable) and in each subsequent pay period where
such higher duties continues.

Where an employee is performing higher duties immediately prior to commencing Personal Leave, annual
leave, Long Service Leave and compassionate leave, the employee will be paid at the relevant higher duties
rate for the duration of the paid leave.

Where an employee is performing higher duties immediately prior to commencing maternity leave, adoption
leave or paternity leave and they are eligible to receive an ex gratia payment defined in this Agreement, the ex
gratia payment will be paid at the relevant higher duties rate.

Where an employee has performed higher duties for a period of twelve (12) months or more and is appointed
to the position on a permanent basis with continuity between the acting position and the new permanent
position, Ergon Energy will pay any difference in the employer superannuation contribution between the
higher duties position and the previous substantive position.

5.16    FIRST AID OFFICER ALLOWANCE

When an employee, who holds a current appropriate first aid certificate, is appointed by Ergon Energy as
a first aid officer they will be paid an allowance of $12.60 per week in addition to their base rate and Ergon
Energy will pay for the relevant training.

5.16.1 Senior First Aid Training

Employees who reside in rural and remote locations and undertake construction and maintenance work will
be provided access by Ergon Energy to training/further training to achieve Senior First Aid Certification. Such
training will be on a voluntary basis at the request of the employee and will be at Ergon Energy’s expense.

Where an employee elects to attend the training course in their own time, Ergon Energy will meet the cost of
the employee’s spouse/partner to attend the course.

The locations (as a minimum) are those identified in the Ergon Energy Non -Urban Incentives Policy and
other locations where it is considered high safety risk as determined by a on location risk assessment.

5.17    LOCALITY ALLOWANCE

Ergon Energy will pay a locality allowance to an employee who is employed at a location for which a locality
allowance is payable in accordance with a directive issued under the Public Service Act 2008.

For an employee who has a dependent spouse/partner or dependent child and who is employed at a location
for which a locality allowance is payable, the allowance will be paid as follows:
    Full-time employee - at the appropriate rate set out in the directive; and
    Part-time employee - at a proportionate amount of the rate set out in the directive.



                                                                                                                   31
     Provided that if an employee’s spouse/partner is also entitled to be paid a locality allowance under this part;
     or is employed by the State is entitled to be paid a locality allowance, then the allowance will be payable
     at either one-half the appropriate rate set out in the directive for a full-time employee or in the case of a
     part-time employee at a proportionate amount of the rate.

     For an employee who does not have a dependent spouse/partner or dependent child and who is employed at
     a location for which a locality allowance is payable, the allowance will be paid as follows:
         Full-time employee - at one-half the appropriate rate set out in the directive; and
         Part-time employee - at one-half of the proportionate amount of the rate set out in the directive.

     Where an employee’s eligibility for locality allowance is changed the employee must notify Ergon Energy
     immediately.

     Locality allowance is not payable to an employee who is absent on leave without pay.

     5.18    TOOL ALLOWANCE / PROVISION OF TOOLS

     The Parties acknowledge the application of varying provisions for tools throughout Ergon Energy. Ergon
     Energy will during the life of this Agreement, progressively issue all applicable employees with the relevant
     tools to undertake their duties in place of providing a tool allowance. This will be subject to an agreed tool
     list being negotiated.

     With a view to ensuring a consistent standard across Ergon Energy, the Parties agree to establish an agreed
     tool list to the Energy Services Consultative Committee (ESCC) for resolution within twelve (12) months of the
     lodgement of this Agreement.

     The committee will endeavour to agree on a suitable tool list covering all technical employees.

     As part of the Energy Services Consultative Committee’s scope, it will investigate the provision of insulated
     hand tools to ensure the workplace health and safety of employees that are required to work on live
     apparatus. Agreement on a suitable list will not be unreasonably withheld.

     5.18.1 Tool Allowance

     The following tool allowances will be paid to technical employees who are required to supply and use their
     own tools in the following classes of employment:

                                                                                              Rate Per Week
                 Carpentry
                 Joinery
       1.                                                                                          23.10
                 Plumbing
                 Gas fitting
       2.        Bricklaying                                                                       16.50
                 Painting
       3.                                                                                           5.70
                 Draining (by a licensed drainer)
                 Electrical work (general),
                 Electrical work (instrumentation and process control)
                 Mechanical work (general)
       4.                                                                                          20.00
                 Mechanical work (automotive)
                 Refrigeration work
                 Coach and motor body building


32
               Electrical work (automotive)
               Electronic work
               Boiler making
  5.                                                                                           15.00
               Tool making
               Turning
               Sheet metal work
               Cable jointing
               Electrical line work
  6.                                                                                           10.00
               Blacksmithing
               Welding

Tool allowances will not be paid while employees are absent on annual leave or Long Service Leave.

5.18.2 Tools of Trade

       Ergon Energy will make available the following tools and appliances when required:
       Precision tools over 300 mm in length, micrometers, verniers, dial indicators and other similar tools,
       heating appliances, hacksaw blades, files, pipe grips over 250 mm in length, taps, dies, cold chisels,
       spanners, scrapers, wrenches, pipe dies, clamps, jacks, tackle, caulking irons, frame chain and keys,
       mandrels, metal pots, pipe cutters, plumbing irons, drills, vices, lamps, bobbins, followers, hammers
       over 1 kg and pinch bars.
       Insulating tools - Employees working on 200 volts and over, direct current, and on all alternating current
       live wires, will, where required, be provided with the necessary insulating tools, rubber mats, or any
       other necessary protective appliances by their Ergon Energy.
       Tools, etc. - putting in order - All employees will be allowed such reasonable time as Ergon Energy
       deems necessary during working hours on the last working day of each week to put their tools, benches,
       and machines in order.

5.19       SUPERIOR AGREEMENT PROVISION

This Agreement applies to work performed by Ergon Energy employees covered under this Agreement in
the State of Queensland. Notwithstanding this however, where superior site provisions apply, e.g. a Project,
covered by a stand alone Project Agreement containing provisions that in aggregate are superior to this
Agreement, Ergon Energy will ensure that its employees receive no less, in aggregate, than the provisions of
the Superior Agreement.

5.19.1 Construction Site Allowance

Subject to the above, when employees are working on a construction site where a specific site allowance is
applicable, they will not be paid the specific site allowance if they are undertaking normal routine work such
as inspections, maintenance etc. that is not part of the general site building construction activity.

The application is as follows:
   Establish that a specific site allowance applies;
   Obtain in writing, from the project’s coordinator/supervisor/relevant person, confirmation of the
   applicable site allowance, including the amount payable; and
   Fax the details to the relevant Ergon Energy supervisor.




                                                                                                                    33
     5.20    WORK IN THE RAIN

     Suitable waterproof clothing will be supplied by Ergon Energy, where practicable, to employees who are
     required to work in the rain.

     Where in the performance of such work, an employee whose clothes become wet from rain will be paid
     double rates for all work so performed and such payment will continue until the employee is able to change
     into dry clothing or until work is completed for the day, whichever is the earlier. Where the employee has to
     have their lunch in substantially wet clothing, then they will be paid double time for such lunch period.

     Where a call-out involves work in the rain and where such call-out entitles an employee only to the minimum
     payment prescribed by this Agreement, the penalty for work in the rain will be paid in addition to such
     minimum payment.




34
PART 6          SUPERANNUATION




6.1     SUPERANNUATION

Employees covered by this Agreement will have superannuation contributions (as determined by the
applicable legislation) paid into the Electricity Supply Industry Superannuation (ESI) Fund.

With the exception of serious misconduct or other grounds that would justify termination, Ergon Energy will
not terminate an employee who is in receipt of temporary disablement payments from ESI Fund.

Salary for the purpose of Superannuation will not be less than the salary an employee is entitled to pursuant
to this Agreement.

6.1.1   Defined Contribution Fund (DC) Members

For casual employees, as a minimum, Ergon Energy will contribute 9% (or the appropriate percentage
as determined by the applicable legislation) of the amount obtained by multiplying the casual employee’s
ordinary rate of pay by the number of hours actually worked up to, but not exceeding 36.25 hours in any week.

In determining the amount Ergon Energy will contribute for the benefit of a part time employee, Ergon Energy
will as a minimum contribute 9% (or the appropriate percentage as determined by the applicable legislation)
of the amount obtained by multiplying the part time employee’s ordinary hourly rate of pay by the number of
hours that the employee is ordinarily rostered to work in the pay period.

6.1.2   ESI Defined Contribution Fund (DC) Members

For those employees who have joined the ESI DC Fund, Ergon Energy will contribute no less than 10% of the
employee’s ordinary time earnings where the employee elects to contribute 5%.

DC members in the ESI Fund will receive Income Protection Insurance which will provide 80% of salary for
superannuation purposes up to a maximum of $2,105 per fortnight (whichever is the lesser) for a period of
two (2) years.

Following application by a DC member to ESI Superannuation for Income Protection insurance, Ergon Energy
will provide benefits of 80% of salary for superannuation purposes up to a maximum of $2,105 per fortnight
whichever is the lesser, for any specified waiting period in excess of thrity (30) days.

Ergon Energy will provide five (5) units Death and Total and Permanent Disablement insurance cover for DC
members in the ESI Fund which will provide age related lump sum benefits.

Full details of the insurance cover provided can be obtained from ESI Fund.

6.1.3   ESI Defined Benefit Fund (DB) Members

It is agreed that with respect to calculating the Final Average Salary (FAS) for employees in the defined
benefit section of the ESI Fund Scheme, the employee’s averaged salary over the employee’s final year of
service will be used.

Ergon Energy agrees that its employees who are members of the Defined Benefit section of the ESI Fund
Trust Deed will not, without the employee’s written Agreement, be transferred to the Defined Contribution
section of the ESI Fund Trust Deed.

Ergon Energy will not close the Defined Benefit Fund of the ESI Fund Scheme for the life of this Agreement.




                                                                                                                35
     PART 7          NON SALARY BENEFITS




     7.1     OPERATIONAL EXPENSES

     Where an employee is specifically directed to provide or maintain any equipment or facilities (or incur direct
     expenses) as an operational requirement of their position such as land-line phone, computers etc., Ergon
     Energy will meet the costs of all such expenses, installations, continuing maintenance or rental that may be
     applicable. Any costs of private use of these facilities will be met directly by the employee involved.

     7.2     LICENCE FEE REIMBURSEMENT

     Ergon Energy will reimburse fees for all employees who are required to obtain and maintain trade
     accreditation and professional licence fees, where legislation or Ergon Energy requires that person to be
     licensed as an essential requirement of their position profile.

     7.3     VEHICLE LICENCE FEE REIMBURSEMENT

     Ergon Energy will reimburse fees for employees for obtaining and maintaining currency of their relevant
     drivers’ licences as an essential requirement of their position profile on the following dollar basis per licence
     renewal:

       Drivers Licence            Percentage (%)
       MC                               100%
       HC                               100%
       HR                               100%
       MR                               100%
       LR                               100%
       C                                100%

     7.4     SALARY SACRIFICING

     7.4.1   Salary Sacrifice Principles

     Salary sacrifice options are available in accordance with this Agreement and any restrictions or policies that
     Ergon Energy may wish to impose from time to time.

     An employee may salary sacrifice part of their salary in return for other benefits, such as:
         Superannuation contributions;
         Electricity rebate;
         Motor vehicles.

     Any salary sacrifice arrangements must be at no cost to Ergon Energy and in compliance with any applicable
     legislation, Australian Taxation Office (ATO) rulings or guidelines and, in the case of superannuation, the
     superannuation fund rules.

     The amount sacrificed by an employee must be sufficient to cover the cost to Ergon Energy of the benefit
     the employee wishes to receive, including any fringe benefits tax payable. Employees, who salary sacrifices,
     must authorise Ergon Energy to deduct those costs from their remuneration.

     Employees are responsible for any salary sacrifice arrangements they create. That includes paying
     immediately any residual liability or retaining or taking over from Ergon Energy any ongoing legal obligations
     in respect of any benefits (for example, laptop computers and motor vehicles) for which an employee has


36
salary sacrificed, upon termination of the salary sacrifice arrangement or the employee’s employment.
An employee can implement salary sacrifice arrangements at any time. However, once in place, subject to
this Agreement and in exceptional circumstances, changes to the salary sacrifice arrangement can only be
made once per year.

It is recommended that employees obtain independent financial advice specific to their circumstances before
implementing or changing a salary sacrifice arrangement.

7.4.2     Post Salary Sacrifice

If an employee implements a salary sacrifice arrangement, except for superannuation, the electricity rebate,
overtime and termination purposes, the reduced salary will be the salary for all purposes of this Agreement
and the employee’s terms and conditions of employment.

If an employee terminates or reduces the amount of their salary sacrifice, the employee’s minimum salary
entitlement will increase or revert to the pre-sacrifice amount as applicable.

7.4.3     Electricity Rebate

An electricity rebate scheme has been implemented in Ergon Energy which allows the employee to choose an
amount up to $1332.00 per annum, salary sacrificed for electricity payments. This amount can only be paid
to an Electricity Retailer for electricity supplied to an account in their name. Any unused portion of the rebate
will become an FBT liability for the employee.

The employee’s hourly rate will not be reduced for the purpose of superannuation, overtime and all leave
entitlements. The rebate will be able to be accessed on a pro rata basis.

7.5       INDEMNITY OF EMPLOYEES AGAINST LIABILITY

As far as it is able under law Ergon Energy will indemnify past and present employees against legal liability
for any claim for compensation or legal costs arising in respect of liability for work performed whilst an
employee of Ergon Energy for the benefit and at the direction of Ergon Energy, subject to the following
conditions:
    All work must be performed in accordance with Ergon Energy’s procedures and/or accepted practice;
    Employees must not exceed any relevant authority levels;
    All reasonable instructions of Ergon Energy are followed in the performance of work;
    Employees will not commit any act or omission with a reckless disregard for the consequences during
    the course of work;
    Employees will not engage in fraudulent, criminal, dishonest and/or malicious acts or omissions or wilful
    breach of any statute, contract or duty during the course of work; and
    Employees notify Ergon Energy of the receipt of any claim or of any circumstance that may give rise to a
    claim at the earliest possible opportunity.

7.6       RELOCATION

Where Ergon Energy determines that relocation expenses will be paid, or in circumstances where Ergon
Energy requests an employee to relocate, the reimbursement and benefits associated with relocation will be
applied equitably to all employees regardless of classification.

On relocation the following arrangements will apply:

      Relocation expenses reasonably incurred by employees,


                                                                                                                    37
           Travelling expenses including first class rail fares (or equivalent) of employees and dependents
           Cost of removal of furniture and effects from their place of engagement to the job.

     The conditions will apply upon appointment of the employee to new places of employment where:

           The radial distance from the present place of residence to such new depot (or recognised place of
           employment) is not less than 50 kilometres; and/or
           The employees are required by Ergon Energy to move their place of residence.
           Where circumstances are considered to warrant such action, an employee transferred to a location where
           no house is available will be reimbursed reasonable board and lodging expenses until the employee
           becomes domiciled. This reimbursement will not be payable for a period exceeding one(1) month.

     7.7       ACCESS TO COMPUTERS

     Ergon Energy will provide employees with the most up to date and relevant information. The best means
     to achieve this will include the distribution of material via e-mail and providing access for employees to
     company computers in the workplace where practical. This will include e-mail access for receipt and
     forwarding of correspondence of parties’ signatory to this Agreement subject to such reasonable restrictions
     as Ergon Energy may apply.

     7.8       FUNERAL BENEFIT

     A benefit of $5,000 will be paid immediately by Ergon Energy to the nominated person upon the death of
     any current Ergon Energy employee.

     This payment is aimed at supporting the nominated person financially with the funeral and any other
     immediate expenses in their time of need and support.

     To ensure the payment is able to be facilitated in a timely manner it is the responsibility of the employee to
     ensure Ergon Energy has been advised of the nominated person.




38
PART 8          HOURS OF WORK




8.1     NINE DAY FORTNIGHT

The standard hours of work will not exceed 36.25 hour per week (Monday to Friday) over a nine (9) day
fortnight. The maximum ordinary hours that can be worked per day are eight (8) hours three (3) minutes.
However, other patterns of work may be worked by Mutual Agreement between the parties at a particular
place of work. The guidelines for these arrangements will be developed in accordance with the flexibility
Clause of this Agreement.

In order to meet operational and work requirements, the daily spread of hours for day working employees,
provided for in this Agreement on an ordinary work day (6.00am to 6.30pm, Monday to Friday), may be
increased by Mutual Agreement to an additional one hour at either the commencement or finish of the
ordinary work day.

This will result in the daily ‘spread of hours’ being increased to cover a period of either 5.00am until 6.30pm
or 6.00am to 7.30pm. The ordinary working hours may then be worked between these times, Monday to
Friday inclusive with a break of not more than one hour and not less than thirty minutes for a meal.

8.2     ROSTERED DAY OFF (RDO)

The Rostered Day Off (RDO) will be Scheduled on either a Monday or Friday, unless varied by Mutual
Agreement to suit operational requirements.

Employees working a nine (9) day fortnight, who are required to work on their rostered day off (RDO), will be
paid the overtime rates prescribed for work on Mondays to Fridays and where required to report for work
between midnight and 6 a.m. will be paid at the rate of double time for all time worked up to 7 a.m.

By Agreement with Ergon Energy, employees who work on their rostered day off and elect to substitute
another ordinary working day for their rostered day off will be paid at base rates for work during what
otherwise would be ordinary hours (8 hours 3 minutes), and appropriate overtime rates for work performed
in excess of their ordinary hours.

National Contact Centre

The allocation of an employee’s Rostered Day Off can be any day Monday to Friday as determined by Ergon
Energy for all National Contact Centre positions, where the following conditions are met:
   For all new or vacant positions, Ergon Energy will have the discretion to set or Schedule the employee’s
   Rostered Day Off (RDO) on any day Monday to Friday.
   RDO arrangements for existing positions will remain in place and the provisions outlined will apply
   (where applicable) for appointments to new or vacant positions only, unless the change is mutually
   agreed.
   In determining whether an RDO will be Scheduled on a day other than a Monday or Friday, Ergon Energy
   will take into consideration the employee’s personal and/or financial commitments where applicable.

8.2.1   Banking of Rostered Day Off (RDO)

The banking of a RDO is subject to Mutual Agreement between the employee and relevant supervisor or
manager and is to be recorded on the employee’s timesheet. Employees will only be able to bank up to five
(5) RDO’s. Any attempt to bank further RDO’s in excess of this limit will be paid at appropriate overtime rates.

The taking of banked RDO’s will be subject to Mutual Agreement between the employee and relevant
supervisor or manager recorded on the employee’s timesheet. Any request to take a banked RDO will not be
unreasonably refused and may be taken in conjunction with annual leave.



                                                                                                                   39
     Apprentices when on block release at TAFE or other learning institutions and who as a result forgo their
     RDO due to the block release training Schedule must take any previously agreed banked time off as soon as
     practicable within four (4) weeks of returning to their Scheduled place of work.

     Banked RDO’s will be accrued at ordinary time and if elected by the employee to be paid out, will be paid out
     at ordinary time rates.

     8.3     NATIONAL CONTACT CENTRE – EIGHT DAY FORTNIGHT ARRANGEMENT

     1.      The option to work an eight (8) day fortnight arrangement (72.5 hours per fortnight) will be available
             to full time employees employed in Ergon Energy’s National Contact Centre (excluding Team
             Leaders) on a mutually agreed basis between Ergon Energy and the employee.

     2.      This arrangement will not affect the salary for a full time employee, currently working a nine (9) day
             fortnight.

     3.      The maximum ordinary hours per day is nine (9) hours three (3) minutes, provided that on the second
             Monday or Friday of each fortnight the maximum ordinary hours per day will be nine (9) hours and
             nine (9) minutes. Overtime will be paid for hours worked in excess of nine (9) hours three (3) minutes
             and in the case of the second Monday or Friday of each fortnight in excess of nine (9) hours and nine
             (9) minutes in any one day.

     4.      The daily spread of hours for employees under this arrangement will be from 6.00am to 6.30pm,
             Monday to Friday, and may be increased by Mutual Agreement to an additional one hour at either the
             commencement or finish of the ordinary work day.

     5.      The Rostered Day Off (RDO) will be Scheduled by Ergon Energy in consultation with the employee on
             either a Tuesday, Wednesday or Thursday. To ensure operational requirements are met Ergon Energy
             reserves the right to Schedule the RDO on a specific day where required.

     6.      Employees who are required to work on their RDO, will be paid the overtime rates prescribed for
             work on Mondays to Fridays and where required to report for work between midnight and 6 a.m. will
             be paid at the rate of double time for all time worked up to 7 a.m.

     7.      By Agreement with Ergon Energy, employees who work on their RDO and elect to substitute another
             ordinary working day for their RDO will be paid at base rates for work during what otherwise would
             be ordinary hours, and appropriate overtime rates for work performed in excess of their ordinary
             hours.

     8.      Employees may elect to revert to a 9 day fortnight by providing Ergon Energy with six (6) weeks
             written notice.

     9.      Where Ergon Energy requires an individual to revert to a nine (9) day fortnight, it will not do so
             without first providing the employee with three (3) months written notice.

     8.4     LEGACY WEEKLY AND FORTNIGHTLY WORK PATTERNS

     Existing three (3) day week, four (4) day week, or eight (8) day fortnight work patterns currently established in
     the legacy regions of Mackay, Wide Bay and South West will be maintained during the life of this Agreement
     where the incumbent continues to occupy their current position. The position will revert back to a nine (9) day
     fortnight on the resignation or retirement of the incumbent, or when the incumbent is successful in applying
     for a new position based on a nine (9) day fortnight. Notwithstanding the above, employees working in the
     three (3) day week arrangement will, where that group is reduced down to one (1) employee on a permanent
     basis, that employee will revert to a nine (9) day fortnight.

40
8.5     MEAL BREAK

To facilitate greater flexibility, timing of meal breaks may be varied to meet the operational requirements
of the business. The recognised unpaid lunch break will be rostered between the 4th and 6th hour from
the employee’s start time. An employee will be entitled to receive a minimum of thirty (30) minutes and a
maximum of one (1) hour for a meal break, excluding shift workers.

No employee will be required to work more than six (6) hours without a break for a meal. All work done
during the recognised meal period will be paid for at the rate of double time, and payment at this rate will
continue until another and uninterrupted meal period of thirty minutes has commenced or until the cessation
of that day’s work, which ever occurs first.

8.6     REST PAUSES

Where practicable every employee (other than a casual and part time employee) will be entitled to a rest
pause or pauses not exceeding a total of twenty (20) minutes duration in Ergon Energy’s time during the
rostered work period.

Such rest pause or pauses may be taken in a manner and at such time or times as agreed upon between
Ergon Energy and the majority of employees at the work location so that continuity of work will not be
interrupted where continuity is necessary.

Casual and part time employees, who work a minimum of four (4) consecutive ordinary hours, but less than
eight (8) ordinary consecutive hours on any one day, will receive a rest pause of ten (10) minutes duration.
Employees who work a minimum of eight (8) ordinary consecutive hours will receive a rest pause or pauses

8.7     TEN (10) DAY ALTERNATIVE EMPLOYMENT ARRANGEMENTS

Where Ergon Energy offers these arrangements to new or existing employees, Ergon Energy will also offer
the employee the option of remaining within the general terms and conditions of this Agreement. With the
exception of those employees being offered an Individual Employment Arrangement (IEA), employees being
recruited into new positions will not be required to make known whether they will agree to work a ten (10)
day fortnight or nine (9) day fortnight until they have been formally offered the position.

The Parties also acknowledge that a number of employees are employed under individual employment
arrangements that were in place prior to the lodgement of this Agreement. An employee may elect to remain
on the terms of the individual employment arrangements or IEA while they continue to occupy their current
position, provided the arrangement has been documented.

In advertising positions on a ten (10) day fortnight, Ergon Energy will include a statement that a nine (9) day
fortnight will also be available to the successful applicant on appointment.

8.7.1   Employees Classified at Salary Point 11.0 and above

The option to take up these arrangements will be on a mutually agreed basis between Ergon Energy and the
employee who is classified at Salary Point 11.0 and above of this Agreement who agrees to work a ten (10)
day fortnight arrangement in accordance with the following:

1.      Where the Arrangement covers a forty (40) hour week, ten (10) day fortnight within the defined
        spread of hours 6.00am – 6.30pm Monday to Friday, the base rate shall be increased by 13%.
        Employees under this arrangement remain eligible to receive Shift Penalties, EDSD Allowance
        or EDSD payment (if applicable), Working Away from Home Meal Allowances, Availability Duty


                                                                                                                  41
             Allowance and Incidental Allowance as applicable, however employees will be exempt from claiming
             the hours and overtime provisions of this Agreement up to forty (40) hours per week. Any authorised
             overtime for hours worked in excess of forty (40) ordinary hours per week will, be paid at applicable
             overtime rates and provisions of this Agreement.

     2.      Where the Arrangement covers a notional forty four (44) hour week, ten (10) day fortnight within
             the defined spread of hours 6.00am – 6.30pm Monday to Friday, the base rate shall be increased
             by 15%. Employees under this arrangement remain eligible to receive Shift Penalties, EDSD
             Allowance or EDSD payment (if applicable), Working Away from Home Meal Allowances, Availability
             Duty Allowance and Incidental Allowance as applicable, however employees will be exempt from
             claiming the hours and overtime provisions of this Agreement up forty four (44) hours per week. Any
             authorised overtime for hours worked in excess of forty four (44) ordinary hours per week will, be
             paid at applicable overtime rates and provisions of this Agreement.

     3.      Where the arrangement covers a ten (10) day fortnight and also includes consideration for what
             would otherwise be for working of all overtime, allowances as defined and all other penalties of this
             Agreement, the base rate will be increased by 20%. Employees under this arrangement remain
             eligible to receive Shift Penalties, EDSD Allowance or EDSD payment (if applicable), Working Away
             from Home Meal Allowances Availability Duty Allowance and Incidental Allowance as applicable.
             Notwithstanding, extraordinary and continuous periods of work during major systems failures or
             damage caused by storms or cyclones will, where the period of hours worked is in excess of ten (10)
             hours each day for more than two (2) consecutive days, be paid as overtime in accordance with the
             overtime provisions of this Agreement.

     8.7.2   Employees below Salary Point 11.0

     The option to take up these arrangements will be on a mutually agreed basis between Ergon Energy and the
     employee as follows:
        For those employees classified in the Administrative and Professional Managerial Streams between
        Salary Point 1.0 and Salary Point 11.0 contained in Schedule 1 of this Agreement.
        For those employees classified in the Technical Classification Stream covering Supervisory and
        Para-Professional sub-streams between Salary Point 9.0 and Salary Point 11.0 contained in Schedule
        1 of this Agreement. For example the positions covered would typically be titled, Work Group Leader,
        Scheduler, Contract Officers, Technical Trainers, Electrical System Designers, Maintenance Officers and
        unique and stand alone positions as agreed by the parties.

     For employees defined above who agree to work a ten (10) day fortnight arrangement this will be in
     accordance with the following:

     4.      Where the Arrangement covers a forty (40) hour week, ten (10) day fortnight within the defined
             spread of hours 6.00am – 6.30pm Monday to Friday, the base rate shall be increased by 15.5%.
             Employees under this arrangement remain eligible to receive shift penalties, EDSD Allowance
             or EDSD payment (if applicable), Working Away from Home Meal Allowances, Availability Duty
             Allowance and Incidental Allowance as applicable, however employees will be exempt from claiming
             the hours and overtime provisions of this Agreement up to forty (40) hours per week. Any authorised
             overtime for hours worked in excess of forty (40) ordinary hours per week will, be paid at applicable
             overtime rates and provisions of this Agreement.

     5.      Where the Arrangement covers a notional forty four (44) hour week, ten (10) day fortnight within
             the defined spread of hours 6.00am – 6.30pm Monday to Friday, the base rate shall be increased
             by 17.5%. Employees under this arrangement remain eligible to receive shift penalties, EDSD
             Allowance or EDSD payment (if applicable), Working Away from Home Meal Allowances, Availability
             Duty Allowance and Incidental Allowance as applicable, however employees will be exempt from


42
         claiming the hours and overtime provisions of this Agreement up forty four (44) hours per week. Any
         authorised overtime for hours worked in excess of forty four (44) ordinary hours per week will, be
         paid at applicable overtime rates and provisions of this Agreement.

6.       Where the arrangement covers a ten (10) day fortnight and also includes consideration for what
         would otherwise be for working of all overtime, allowances as defined and all other penalties of this
         Agreement, the base rate will be increased by 22.5%. Employees under this arrangement remain
         eligible to receive Shift Penalties, EDSD Allowance or EDSD payment (if applicable), Working Away
         from Home Meal Allowances, Availability Duty Allowance and Incidental Allowance as applicable.
         Notwithstanding, extraordinary and continuous periods of work during major systems failures or
         damage caused by storms or cyclones will, where the period of hours worked is in excess of 10 hours
         each day for more than two (2) consecutive days, be paid as overtime in accordance with the overtime
         provisions of this Agreement.

Employees working pursuant to the above arrangement will remain entitled to all salary increases and other
employment entitlements provided by this Agreement unless otherwise defined.

The employee and their manager or supervisor must monitor and give due consideration to the management
of fatigue under all of the above arrangements.

The above all purpose loadings shall be used when calculating an employee’s payment for overtime, annual
leave, LSL, superannuation, severance and retrenchment payments.

Where such arrangements are made they shall be recorded in writing (with a copy for each party).

8.7.3    Reversion to General Agreement Provisions

Employees working the above arrangements may elect to revert to a nine (9) day fortnight by providing Ergon
Energy with one (1) month’s written notice.

It is recognised that individuals may make additional personal financial commitments whilst under these
arrangements and as such, where Ergon Energy requires an individual to revert, it will not do so without first
providing the employee three (3) months written notice of Ergon Energy’s intention.

If during the three (3) month notice period the employee receives notice of redundancy or advises Ergon
Energy that they intend to retire no later than twelve (12) months after the initiated three (3) month notice,
the employee will not be required to revert.

8.7.4    Appointment of Ten (10) Day Fortnight

     Notwithstanding the above arrangements which are made on a mutually agreed basis, the following may
     be advertised and awarded on a ten (10) day fortnight basis at the discretion of Ergon Energy:
     New and vacant positions classified in the Administrative Stream from Salary Point 11.0 and above.
     Vacant positions classified in the Administrative Stream which are below salary point 11.0 and are listed
     in Schedule 7 of this Agreement.
     New and vacant positions classified in the Professional & Managerial stream from P&M Grade one
     (1) Salary Point 11 and above and where the position supervises, coordinates and Schedules other
     employees.

Employees who accept the above arrangement and who have been working minimum of three (3) months in
the position may elect to revert to a nine (9) day fortnight by providing Ergon Energy one (1) month written
notice.



                                                                                                                 43
     8.8     INDIVIDUAL EMPLOYMENT ARRANGEMENTS

     An Individual Employment Arrangement (IEA) may be offered to an employee as determined by Ergon Energy,
     who is paid a salary at or above Salary Point 11.0 of the classification structure of this Agreement. Flexible
     remuneration arrangements and changes to other conditions of employment may be negotiated subject to
     the following:

     8.8.1   No Disadvantage

     An Individual Employment Arrangement (IEA) will not, in terms of total remuneration value, disadvantage
     employees when compared to the relevant terms of the Agreement.

     8.8.2   Hours of Work

     The standard hours of work required for employees engaged on an IEA are 40 hours per week and a ten (10)
     day fortnight. These hours may be worked between 6.00am to 6.30pm Monday to Friday.

     8.8.3   Salary & Loadings

     Employees on an IEA will receive the salary point as specified in the Agreement for the classification of their
     position, plus the applicable loading as follows:

             15% loading includes a notional Overtime component to cover up to four (4) hours overtime per
             week, all Allowances and Penalties (excluding Shift Penalties and the EDSD Payment).

             20% loading includes a notional Overtime component to cover all hours worked, all Allowances and
             Penalties for Weekends and Call-Out Hours (excluding Shift Penalties, and the EDSD Payment).

     When calculating an employee’s entitlement for Annual Leave, Personal Leave, Long Service Leave,
     Superannuation, Termination and Retrenchment Payments, this will include the employee’s salary point
     (as specified in Schedule 1), plus applicable loading (i.e. 15% or 20% loading), plus Market Component (if
     applicable).

     8.8.4   Market Component

     Ergon Energy may apply a Market Component as a part of an IEA. Where applicable the Market Component
     will be reviewed annually and adjusted effective from 1 July where necessary.

     8.8.5   Performance Incentive

     At Ergon Energy’s discretion an “at risk” performance incentive may apply. The Performance Incentive
     Scheme operates at Ergon Energy’s sole discretion and may be altered or discontinued at any time.

     To be eligible for payment under the Performance Incentive Scheme employees are required to have been
     employed by Ergon Energy as at 30 June of the financial year for which performance is being assessed.

     The “at risk” performance incentive (including any pro-rata amounts) will be reviewed annually and paid
     effective from 1 July as applicable.

     Where an employee enters into an IEA inside of a twelve (12) month period prior to 30 June, the “at risk”
     component will be assessed and paid (if applicable) on a pro-rata basis.

     Where an employee terminates due to redundancy, or due to ill-health a pro-rata payment of their potential
     “at risk” component will be payable.

44
8.8.6   Remuneration Increases

As a minimum, Employees on an IEA will receive annual wage increases to base salary in accordance with
Clause 4.1 (Wage Payments) of this Agreement.

Further salary point progression within the grade for the position may occur if it is available and it can
be demonstrated that additional skills and knowledge relevant to the position have been gained and are
being utilised to an extent that warrants progression. This will be considered as a part of the employee’s
performance review process.

8.8.7   Reversion

An employee who accepts an IEA may elect to revert to the general provisions of the Agreement by providing
Ergon Energy with one (1) month’s written notice.

It is recognised that employees may make additional personal financial commitments while on an IEA. As
such, where Ergon Energy requires an individual to revert to the general provisions of the Agreement, it will
not do so without first providing the employee with three (3) months written notice.

On reversion, an employee will maintain their substantive classification and salary point at the time of
reversion.

Any At-Risk and Market Component applied as a part of an IEA will cease from the effective date of the
reversion.

8.8.8   Application

Where there is any inconsistency between an IEA and the Agreement, the terms and conditions of the IEA will
take precedence to the extent of the inconsistency. Where the IEA is silent, the terms of the Agreement shall
apply.

An IEA supersedes any prior employment Agreement or arrangement of any type between Ergon Energy
and an employee, including any other Agreements, oral or written, made prior to the execution of an IEA.
However, this does not preclude Ergon Energy and an employee from agreeing in writing to additional terms
that do not conflict with the provisions of this Agreement.

8.8.9   Exemptions

An employee on an IEA will be exempt from the following Agreement provisions:

Annualised Allowance                     Clause 5.4
Bachelor Degree Allowance                Clause 5.6
Availability Duty Allowance              Clause 5.9
Employee in Charge Allowance [EIC]       Clause 5.14
First Aid Allowance                      Clause 5.16
Tool Allowance                           Clause 5.18
Work in the Rain                         Clause 5.20
Overtime                                 Clause 8.12
Crib Break & Overtime Meal Allowance     Clause 8.13

8.8.10 Dispute Settlement

Any dispute or grievance concerning an IEA will be dealt with pursuant to the grievance and dispute
settlement procedure contained in Part 2 of this Agreement.

                                                                                                                45
     8.9       AGGREGATED WORKING ARRANGEMENTS FOR PROJECTS

     The purpose of this Clause is to offer alternative work arrangements to employees who wish to avail
     themselves of more Time Off in Lieu (TOIL) when working away from and returning to home, on completion or
     participation in project based work for Ergon Energy.

     When working away from home for more than two (2) weeks, Ergon Energy will, where it is mutually agreed
     with the valid majority of the employees involved, Schedule a work pattern that aggregates all ordinary
     working hours, overtime and penalties that would otherwise be paid. The employee and supervisor, will
     agree on a TOIL component that is cost neutral to Ergon Energy, without reducing the employees overall
     entitlement.

     Any such arrangement will be recorded on a standard Ergon Energy timesheet to ensure compliance with
     industrial legislation and any other relevant legislation such as workers compensation. The employee and
     their manager or supervisor must monitor and give due consideration to the management of fatigue under
     these arrangements.

     8.10      BREAKS BETWEEN ROSTERED ATTENDANCES

     The Parties agree that employees will be given no less than nine (9) consecutive hours off duty between the
     end of work on one day, and the commencement of work on the next.

     If on the direction of Ergon Energy an employee resumes or continues work without having had nine
     (9) consecutive hours off duty, then they will be paid double time until released from work and given nine
     (9) consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

     Notwithstanding the above, in cases where employees work overtime between the hours of 11.00pm on one
     day and 5.00am on the next, then the nine (9) consecutive hour rest break will commence from the conclusion
     of their last period of overtime even if it continues after 5.00am. The total overtime worked between 11.00pm
     and 5.00am must not be less than 1.5 hours in aggregate to attract such a break.

     8.10.1 Extended Breaks

     It is important to note that the safety of our employees is the most important issue and there may be
     circumstances where a nine (9) hour rest break may not be available or sufficient. Where a nine (9) hour
     break is insufficient due to fatigue, the employee may be provided with a longer break to ensure compliance
     with Ergon Energy’s fatigue guideline, as determined by the supervisor. If a break or longer break is taken
     and it goes into the normal starting time of the employee, the employee will not suffer a reduction in their
     ordinary pay for that period.

     The arrangements outlined above also apply when overtime is worked on a Sunday, a Public Holiday or an
     RDO prior to a rostered work-day.

     8.11      TIME OFF IN LIEU (TOIL)

     Time Off in Lieu (TOIL) may be accrued for work performed outside of an employee’s normal work hours,
     subject to approval from their supervisor. The maximum amount of TOIL that may be accrued is forty
     (40) hours.

           Where an employee requests to work additional hours to bank as TOIL, such TOIL will accrue at time for
           time, being one (1) hour for each hour worked.
           Where Ergon Energy requests an employee to work overtime, the employee may request to accrue the
           time as TOIL. In this instance, TOIL will accrue at the prescribed penalty rate.


46
The taking of the TOIL will be at a time or times mutually agreed to with the supervisor. Subject to
exceptional circumstances, where TOIL has not been taken within the agreed timeframe the employee will be
paid out.

Time Off in Lieu (TOIL) will be administered at the local level by arrangement between the employee and their
supervisor. When available these local arrangements will be administered electronically via timesheets.
Each instance of TOIL will be documented showing the date/s, hours worked and TOIL accrued for future
reference.

8.12    OVERTIME

Except as provided below, approved time worked in excess of that provided for in Clause 5.1 (Hours of Work)
or before the ordinary starting time or after the ordinary ceasing time will be deemed overtime and will be
paid for at one and a-half times the base rate for the first three (3) hours and double time thereafter. Each
day will stand by itself when overtime is being calculated, except where an employee commences overtime
on one day and continues to work such overtime into the next day.

No employee will refuse to work a reasonable amount of overtime to meet the needs of Ergon Energy.

Systematic overtime will not be worked; it will be considered such when three (3) consecutive weeks’
overtime has been worked. This arrangement will not apply when extra labour is not immediately available.

When any portion of an hour is worked, employees will receive payment in respect of any broken part of an
hour at the current overtime rate with a minimum thirty (30) minute payment.

Where employees are required to report for work between midnight and 6 a.m. they will be paid at the rate
of double time for all time so worked up to the ordinary starting time Monday to Friday and up to 7 a.m.
Saturday.

If an employee cannot reasonably access their normal method of transport to or from their home due to
working overtime, Ergon Energy will provide the employee with transport to or from their home or reimburse
expenses incurred.

For those employees paid at Salary Point 12.5 or above, overtime will be calculated at the appropriate penalty
rate for the hours worked and payment will be limited to the rate prescribed for Salary Point 12.5.

8.12.1 Weekends

Employees required to work overtime commencing on Saturday will be paid at one and a half times the base
rate for the first three (3) hours and double time thereafter with a minimum period of three (3) hours work or
payment, except in the case of emergencies.

All overtime performed on Sundays will be paid at the rate of double time.

Minimum payment for Sundays - When employees are called upon to work on a Sunday, they will, except in
the case of emergency, receive a minimum of three (3) hours pay at double time.

8.12.2 Recalls

Except in the case of an emergency an employee who has been notified to work overtime prior to the normal
commencement time on the following day, they will be entitled to a minimum of four (4) hours pay at the
appropriate overtime rate.


                                                                                                                 47
     A recall occurs when an employee is notified prior to commencement of work on the next day that they
     are required to work any day and the work cannot be performed during normal work hours and is not an
     emergency callout. Other than emergency work, if the employee is notified to perform overtime prior to the
     normal commencing time the following day a recall shall apply.

        Each recall is paid as a four (4) hour minimum at overtime rates.
        Where employees are required to report for work between midnight and 6 a.m. they will be paid at the
        rate of double time for all time so worked up to the ordinary starting time Monday to Friday and up to 7
        a.m. Saturday.
        Employees recalled to work overtime, except in the case of an emergency, after leaving Ergon Energy’s
        business premises on Monday, Tuesday, Wednesday, Thursday or Friday (whether notified before or after
        leaving the premises) will be paid for a minimum four (4) hours work at the appropriate overtime rate for
        each recall.

     Except in the case of unforeseen circumstances arising, an employee will not be required to work the full four
     (4) hours if the job the employee was recalled to do is completed within a shorter period. Overtime worked in
     cases where it is customary for an employee to return to Ergon Energy’s premises to perform a specific job
     outside of working hours, or where the overtime is continuous (subject to a reasonable meal break) with the
     completion or commencement of ordinary working time, will not be regarded as overtime for the purposes of
     this Clause.

     8.13    CRIB BREAK & OVERTIME MEAL ALLOWANCE

     When working overtime, for more than one (1) hour, employees will be allowed to take thirty (30) minutes for
     “crib” after the ordinary ceasing time, and also forty five (45) minutes after each four (4) hours work, provided
     such overtime continues, for which no deduction will be made.

     All employees required to work overtime for more than one (1) hour will be paid the amount specified in the
     table below for each meal between the ordinary ceasing time and the completion of overtime work, unless
     Ergon Energy provides a reasonable meal for them.

     When employees have provided themselves with customary meals because of receipt of notice of intention to
     work overtime, they will be entitled to an allowance as specified in the table below, for each meal so provided
     in the event of the work not being performed or ceasing before the respective meal times.

     When employees work more than four (4) hours’ overtime on a Saturday and/or Sunday they will be entitled
     to a meal break of not more than one (1) hour at the end of the fourth (4th) hour, provided that their overtime
     is to continue for not less than one hour after the meal break.

     If such overtime continues to the tenth (10th) hour from the commencement of such overtime on such day,
     employees will be entitled to a further meal break of not more than one (1) hour provided overtime continues
     after the break.

     Where such overtime continues after the tenth (10th)hour from the commencement of such overtime on such
     day, employees will be entitled to a further meal break (provided such overtime continues), of not more than
     one (1) hour after each additional five (5) hours until such time as such overtime is completed.

     Employees called out will be allowed to take forty five (45) minutes for crib after each four (4) hours overtime
     worked provided such overtime continues, for which no deduction will be made.

     Employees called out within one and a-half (1.5) hours of their normal ceasing time and who are required to
     work more than one (1) hour or are called out within two (2) hours of normal starting time will be entitled to
     a meal allowance as specified in the table below and in addition will be allowed thirty (30) minutes as soon as
     possible thereafter, without deduction of pay, to partake of a meal.
48
The overtime meal allowance will be indexed in accordance with the increases contained in this Agreement
and will be applied as follows:


  Effective Date                                                                       Meal Allowance

  From the first full pay period commencing on or after lodgement                           $11.41
  From the first full pay period commencing 12 months following the date of
                                                                                            $11.92
  lodgement
  From the first full pay period commencing 24 months Following the date of
                                                                                            $12.46
  lodgement

8.14    START AND FINISH ON THE JOB

Start and Finish at a Worksite

The Parties agree that where appropriate and where mutually agreed, affected employees will start and
finish on the work site. To facilitate any new arrangements, the parties involved in the relevant business unit
consultative forums will negotiate, develop and agree on suitable guidelines for implementation at a regional
or depot level. Any such arrangements will be in accordance with the process outlined in the Flexibility
Clause of this Agreement, prior to any implementation.




                                                                                                                  49
     PART 9          SHIFT WORK




     9.1     SHIFT WORK

     Shift work may be required to be worked by employees to meet business needs, operational or customer
     service requirements from time to time in accordance with this Clause.

     9.2     SHIFT DEFINITIONS

     Day Shift means any shift worked between the hours of 6:00 am and 6:00 pm.

     Afternoon Shift means any shift finishing after 6.00pm and at or before midnight.

     Night Shift means any shift finishing after midnight and at or before 8.00am.

     Continuous Shift Arrangements means shift work covering twenty four (24) hours per day, seven (7) days per
     week

     Non-continuous Shift Arrangements means an indefinite period other than a 24/7 roster.

     Short term Shift Arrangement means a shift covering any duration of a minimum of five (5) days up to and
     including eight (8) weeks Monday to Friday only.

     9.3     ROSTERED HOURS

     The ordinary hours of work for shift workers will not exceed 36 1/4 hours per week. However, the ordinary
     hours of work may be exceeded in any week or weeks subject to the total ordinary hours worked during
     any roster period not exceeding that number of hours ascertained by multiplying the number of weeks in
     the roster period by 36 1/4 and may be worked according to a roster agreed upon between a majority of the
     employees concerned and Ergon Energy to suit the needs and circumstances of each establishment. Ergon
     Energy will advise the Nominated Employee Representative in writing of any agreed position prior to any
     agreed roster being implemented.

     Shift workers will be allowed a meal break of thirty (30) minutes during each shift for which no reduction
     of pay will be made. Such break will be taken at a time and in such manner that it will not interfere with
     continuity of work where continuity is necessary.

     9.4     SHIFT PENALTIES

     In addition to salary, the following penalties shall be paid to employees working the following shifts:

     9.4.1   Shift Loadings

     Afternoon shift - employees who work afternoon shift will be paid a shift allowance of 18.75% of their base
     rate in addition to their base rate.

     Night shift - employees who work night shift will be paid a shift allowance of 22.5% of their base rate in
     addition to their base rate.

     9.4.2   Weekend Penalties

     All time worked during an ordinary shift between midnight on Friday and midnight on Saturday will be paid
     for at one and a-half (1.5) times the base rate and between midnight on Saturday and midnight on Sunday
     at double the base rate. The above shift loadings are paid in conjunction with weekend penalties when an
     employee works their shift on a weekend.


50
9.5       SHORT TERM SHIFT ARRANGEMENTS

A Short Term Roster will be established in accordance with the following process where Ergon Energy
determines the operational need for short term shift roster. Ergon Energy will notify the relevant parties and
meet with the affected employees to present and consult on the proposal for the introduction of Short Term
Shift Arrangement.

Following consultation, Ergon Energy will finalise the shift-work proposal and seek Agreement on the roster
with the employees involved. To staff the roster Ergon Energy will seek volunteers to work the roster. Where
there are insufficient volunteers, expression of interest will be sought from adjacent work locations.

If the option above is exhausted, Ergon Energy may engage new employees who, when assessed as
competent, will work the roster. In arriving at these rosters, due regard will be given to health and safety and
fatigue management issues.

9.5.1     Short Term Shift Loadings

Hours worked as a short term shift arrangement, will attract a shift loading of 30% for all hours worked.
Short term shift work will only be worked Monday – Friday.

9.6       OVERTIME PENALTIES AND MINIMUM PAYMENT

Overtime worked in any calling in or in connection with which more than one shift per day is worked, will be
paid for at the rate of double time.

For all employees engaged in shift work, all time worked in excess of eight (8) hours in any one day will be
considered as overtime.

Employees who work overtime during an afternoon or night shift will be paid double time on their afternoon
or night shift rate respectively.

Shift Workers including Network Control Room Operators who are rostered on to work on a statutory holiday
will be paid at double time and one half (2 ½ times) of their base rate of pay and any overtime is paid at
double the applicable overtime rates that is four (4) times the base rate.

For those shift workers who are not rostered to work on a statutory holiday and subsequently perform work
on that day will be paid at double time and one half (2 ½ times) of their base rate with a minimum payment
for four (4) hours for the day and will receive a day of leave to be taken at a mutually agreeable time in the
same manner as annual leave.

9.7       BREAKS BETWEEN ROSTERED ATTENDANCES

The Parties agree that employees will be given no less than nine (9) consecutive hours off duty between the
end of work on one day, and the commencement of work on the next.

Where a shift worker is not given nine (9) consecutive hours off duty and they have continued or resumed
overtime into their normal or rostered work day, then they will be paid double time until released from work
and given nine (9) consecutive hours rest.

Notwithstanding the above, shift workers will be given no less than eight (8) consecutive hours off duty
between the end of work on one day, and the commencement of work on the next day:

      for the purpose of changing shift rosters; or


                                                                                                                   51
           where a shift worker does not report for duty; or
           where a shift is worked by arrangement between the employees themselves.

     9.7.1     Extended Breaks – Shift Workers

     It is important to note that the safety of our employees is the most important issue and there may be
     circumstances where a nine (9) hour rest break may not be available or sufficient. Where a nine (9) hour
     break is insufficient due to fatigue, the employee may be provided with a longer break at the discretion of the
     supervisor. If a break or longer break is taken and it goes into the normal starting time of the employee, the
     employee will not suffer a reduction in their ordinary pay for that period.

     9.8       PRO RATA ANNUAL LEAVE FOR NON-CONTINUOUS SHIFT

     Employees working as non-continuous shift workers, (not including Short Term Shift Arrangement), will be
     entitled to an additional three (3) working days Annual Leave per year worked, accumulated and available on
     a Pro Rata basis.




52
PART 10          LEAVE




10.1    ANNUAL LEAVE

Employees other than casuals will at the end of each year of employment be entitled to Annual Leave pay on
full pay as follows:
     four (4) weeks; or
     five (5) weeks if employed on shift work where three (3) shifts per day are worked over a period of seven
     (7) days a week; or

Annual Leave will be exclusive of any public holiday which may occur during the period of that Annual Leave.

Annual Leave will be paid at the base rate received immediately prior to Annual Leave. Note the base rate
will include any rate which is received in excess of the base rate payable under this Agreement.

A shift worker will be paid at the rate payable for work in ordinary time according to the employee’s roster or
projected roster including Saturday, Sunday or public holiday shift.

If a public holiday falls on a day that a shift worker is rostered off an extra day will be added to their leave.

Employees will take their entitlement to Annual Leave within twelve (12) months of the date of which it
falls due except where by Agreement with Ergon Energy it is deferred to a later date. Unless Ergon Energy
otherwise agrees, Ergon Energy will give the employee at least one (1) month notice of the date from which
the Annual Leave will be taken.

Upon termination of employment an employee will be paid all Annual Leave and Long Service Leave (if
applicable) owing at the time of termination. The greater amount of any accrued Annual Leave or Long
Service Leave owing at the time of termination will used to calculate an entitlement to public holidays that
may fall during such period, for which the employee will be entitled to payment at their base rate.

10.1.1 Preservation of Five (5) Weeks Annual leave

Administrative Stream employees who prior to 1995 had an entitlement to five (5) weeks annual leave per
annum will retain this entitlement unless they elect in writing to forego one (1) week’s accrual per annum on
a permanent basis and be paid an additional 2% into their base rate.

This provision does not apply to:
    Shift workers;
    Administrative employees engaged after 1995 working outside of the geographical area lying north of the
    22nd Parallel of South Latitude and/or West of the 144th meridian of East Longitude.

10.1.2 Illness Whilst on Annual Leave

Employees falling ill while on Annual Leave can on the production of a medical certificate from a recognised
medical practitioner or other reasonably acceptable evidence to Ergon Energy’s satisfaction, about the nature
and approximate duration of the illness, convert that proportion of their annual leave to their Personal Leave
entitlement where the claim is for a minimum of two (2) working days incapacity.

10.2    PERSONAL LEAVE

Personal Leave is available for employees other than casuals in circumstances where the employee sustains
an illness or injury, and the limitations of the illness or non-work related injury result in the employee being
unable to perform their normal duties.

Personal Leave accumulates at the nominal rate of one (1) day per completed month of service for full-time
employees i.e. twelve (12) days per annum.
                                                                                                                    53
     Personal Leave will accrue for a full-time employee as follows:
        Employees working a nine (9) day fortnight will accrue 8.05 hours per month
        Employees working a ten (10) day fortnight will accrue 8 hours per month

     Regardless of which arrangement you are on, all full-time employees are entitled to accrue one (1) day of
     Personal Leave per completed month of service. Administratively this will be maintained upon conversion
     from one arrangement to the other i.e. where a full time employee changes from a nine (9) day fortnight to
     ten (10) day fortnight or vice versa, their accrued Personal Leave entitlements will be adjusted to reflect their
     new arrangement.

     For example, a nine (9) day employee has accrued one (1) days Personal Leave i.e. 8.05hrs prior to changing
     to a ten (10) day fortnight. Upon conversion, the employee’s Personal Leave accrual will be adjusted to eight
     (8) hours which is equivalent to one (1) days Personal Leave accrual on a ten (10) day arrangement.

     Where a full-time employee [on a nine (9) day or ten (10) day fortnight arrangement changes to a part-time
     arrangement or vice versa, the accrued Personal Leave will be retained. Following conversion from full-time
     to part-time employment, Personal Leave will accrue on a proportionate basis.

     Part-time employees accumulate Personal Leave on a pro-rata basis based on a nine (9) day fortnight, twelve
     (12) days per completed year of service.

     Payment for Personal Leave will be made based on the number of hours that would have been worked by the
     employee if they were not absent on sick leave.

     Personal leave may be taken for part of a day.

     Personal leave will be cumulative.

     10.2.1 Notice Requirements

     The payment of Personal Leave is subject to the employee promptly advising Ergon Energy at the first
     opportunity of their absence and its expected duration.

     10.2.2 Supporting Evidence

     When the employee’s absence is for more than two (2) days the employee is required to give Ergon Energy a
     medical certificate or other reasonably acceptable evidence to Ergon Energy’s satisfaction, about the nature
     and approximate duration of the illness.

     10.2.3 Preservation of Accrued Personal leave

     An employee’s accrued Personal Leave entitlements are preserved when:
         The employee is absent from work on unpaid leave approved by Ergon Energy;
         Ergon Energy or an employee terminates the employee’s employment and the employee is re-employed
         within three (3) months;
         The employee’s employment is terminated because of illness or injury and the employee is re-employed
         by Ergon Energy without having been employed in the interim.

     10.2.4 Workers’ Compensation

     Where an employee is in receipt of workers’ compensation, the employee is not entitled to payment of
     Personal Leave. Provided that upon written application of the employee, accrued Annual Leave or Long


54
Service Leave may be utilised to “top up” Workcover payments to 100% of the employee’s pre-injury
Agreement salary.

10.2.5 Concessional Personal Leave

A concessional Personal Leave entitlement of thirteen (13) weeks will be credited to employees who have
been employed in a Queensland government owned electricity entity for twenty six (26) years, without a
break of employment exceeding three (3) months, and who have exhausted their normal Personal Leave
entitlements.

This credit will only be applied when the employee’s ordinary Personal Leave accrual has been exhausted.

10.2.6 Concessional Personal Leave - Returned Service Personnel

Returned service personnel will be granted a special credit of sixty-five (65) working days Personal Leave of
absence, for illness directly attributable to active service caused disabilities.

Eligibility for this entitlement will be conditional on the employee providing documentary evidence from the
Department of Veteran’ Affairs, that the disability has been accepted by that Department as attributable to
active service.

Claims against this entitlement will be considered even when an employee has a credit of normal Personal
Leave.

A medical certificate or other reasonably acceptable evidence to Ergon Energy’s satisfaction, about the nature
and approximate duration of the illness is required where the absence is for more than two (2) days.

Employees who consider they are eligible for this entitlement should make application, supported by the
necessary documentary evidence to the Regional Human Resources Manager.

Applications for taking of Personal Leave should be lodged in the normal manner. However, claims for debits
against this entitlement should specifically indicate that the absence was associated with the employee’s
disability which has been accepted by Ergon Energy as being the result of active service.

10.2.7 Concessional Personal Leave - Special Circumstances

Where special circumstances arise Ergon Energy may grant to an employee additional leave with pay where
the employee has exhausted all other leave options, where the employee or immediate member of the
employees family requires ongoing medical care for life threatening injury or illness under such conditions or
limitations as Ergon Energy will determine. Such approval will require written evidence to the satisfaction of
Ergon Energy which will not unreasonably be refused.

10.3    CARER’S LEAVE

10.3.1 Use of Personal Leave

An employee with responsibilities in relation to either members of their immediate family or members
of their household who need their care and support will be entitled to use up to ten (10) days per annum
Personal Leave entitlement for absences to provide care and support for such persons when they are ill.

The employee will, if required by Ergon Energy, establish by production of a medical certificate and/or
statutory declaration that the person concerned is ill and that the illness is such as to require care by
another.


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     In normal circumstances, an employee will not take carer’s leave where another person has taken leave to
     care for the same person.

     Carer’s leave may be taken for part of a single day.

     The employee will, where practicable advise Ergon Energy at the first opportunity:
        Give notice prior to the absence;
        The name of the person requiring care and their relationship to the employee;
        The reasons for taking such leave; and
        The estimated length of absence.

     10.3.2 Alternative Carers Leave Arrangements

     Where an employee has exhausted their entitlement to paid carers leave (10 days per annum) subject to
     approval by Ergon Energy the employee may take unpaid carer’s leave or the following types of leave in the
     manner prescribed below:

     Annual Leave

     An employee may elect, with the consent of Ergon Energy, to take annual leave at a time or times agreed
     between the Parties which may be taken in single day periods or parts thereof in any calendar year at a time
     or times agreed between the Parties.

     Time Off in Lieu (TOIL)

     An employee may elect, with the consent of Ergon Energy to take time off in lieu of payment for overtime at a
     time or times agreed with Ergon Energy to discharge a responsibility to care for or support a person whether
     personal or not.

     Overtime taken as time off during ordinary time hours will be taken at the ordinary time rate that is an hour
     for each hour worked.

     Ergon Energy will, if requested by an employee, provide payment at the rate provided for the payment of
     overtime in this Agreement, for any overtime worked, in accordance with this Clause where such time has
     not been taken within four (4) weeks of accrual.

     Make-Up time

     An employee may elect, with the consent of Ergon Energy, to work “make-up time”, under which the
     employee takes time off ordinary hours, and works those hours at a later time, during the spread of ordinary
     hours provided in this Agreement, at base rates.

     An employee on shift work may elect, with the consent of Ergon Energy, to work make-up time under which
     the employee takes time off ordinary hours and works those hours at a later time, at the shift rate which
     would have been applicable to the hours taken off.

     10.4    BEREAVEMENT LEAVE

     An employee including long term casuals will, on the death of their:
         Wife or Husband;
         De facto;
         Partner;
56
   Mother or Father;
   Legal Guardian;
   Mother-in-law or Father-in-law;
   Brother or Sister;
   Child or Step-child;
   Step-father or Step-mother;
   Half brother or Half sister;
   Step-brother or Step-sister;
   Brother-in-law or Sister-in-law;
   Niece, Nephew;
   Uncle, Aunt;
   Cousins;
   Son-in-law or Daughter-in-law;
   Grandfather or Grandmother;
   Grandson or Granddaughter;
   Great Grandfather or Great Grandmother
   Spouse;
   Former spouse,
   Ex-foster child;
   Ex-nuptial child;
   Ex-foster parent;
   Step Grandparents;

will be entitled on notice to two (2) ordinary days of bereavement leave without loss of pay. The period of leave
will not exceed the number of hours worked by the employee on two (2) ordinary days.

In addition, where the employee must travel extensively for the purpose of bereavement leave, an employee
will be entitled up to a maximum of two (2) additional days without loss of pay on each occasion.

In each case, satisfactory evidence must be provided if requested by Ergon Energy.

Any claims for bereavement leave for a person not listed above must be referred to Human Resources.

Ergon Energy may approve unpaid leave where the period of paid bereavement leave is insufficient.

A “long term casual employee” is a casual employee engaged by Ergon Energy, on a regular and systematic
basis, for several periods of employment during a period of at least one (1) year immediately before the
employee seeks to access compassionate leave.

10.5    PARENTAL LEAVE

Parental Leave including Maternity, Paternity and Adoption Leave is available to full-time, part-time or
long term casual employees who have at least twelve (12) months continuous service with Ergon Energy
immediately prior to commencing Parental Leave.

10.5.1 Ex-gratia Payment

An ex-gratia payment equivalent to:
    Fourteen (14) weeks at the employee’s base rate of pay immediately prior to commencing Maternity
    Leave or Adoption Leave; or
                                                                                                                    57
          One (1) week at the employee’s base rate of pay immediately prior to commencing Paternity Leave;
     will be paid to eligible employees in the first pay period following the commencement of Parental Leave. The
     adjusted fourteen (14) ex-gratia payment for Maternity Leave & Adoption Leave will be effective for leave
     commencing on or after the 1st July 2008.

     In lieu of the ex-gratia payment being paid as a lump sum for Maternity and Adoption Leave, employees may
     elect to have the ex-gratia payment paid over seven (7) or fourteen (14) fortnightly pay periods.

     10.5.2 Definitions

     Adoption Leave means unpaid leave available to an employee in relation to the adoption of a child.

     Child for the purposes of Adoption Leave means a person under the age of five years who is placed with the
     employee for the purposes of adoption, other than a child or step-child of the employee or of the spouse of
     the employee.

     Child for the purposes of Maternity and Paternity Leave means a child of the employee or their spouse
     under the age of one (1) year.

     Long term casual means casual employees who are engaged, by Ergon Energy on a regular and systematic
     basis of at least one (1) year immediately before the employee seeks to access an entitlement.

     Maternity Leave means unpaid leave available to a pregnant employee in relation to the birth of a child.

     Parental Leave means unpaid leave associated with the birth or adoption of a child, including Maternity,
     Paternity and Adoption Leave.

     Paternity Leave means unpaid leave available to the spouse of a pregnant or adoptive employee.

     Primary care-giver means a person who assumes the principal role of providing care and attention to
     a child.

     Relative adoption occurs when a child, as defined, is adopted by a grandparent, brother, sister, aunt or uncle
     (whether of the whole blood or half blood or by marriage).

     Replacement Employee means an employee specifically engaged as a result of an employee proceeding on
     Parental Leave and temporary part time arrangements.

     Spouse includes a de facto spouse, including a spouse of the same sex or a former spouse.

     10.5.3 Maternity leave

     A pregnant employee will be entitled to a period of up to fifty two (52) weeks unpaid Maternity Leave provided
     that such leave will not extend beyond the child’s first (1st) birthday.

     This entitlement will be reduced by any period of Paternity Leave taken by the employee’s spouse in relation
     to the same child. Apart from Paternity Leave of up to one (1) week at the time of confinement, Maternity
     Leave will not be taken concurrently with Paternity Leave.

     A further period of up to fifty two (52) weeks of unpaid leave to be the primary care-giver may be approved at
     the discretion of Ergon Energy.




58
Transfer to a Safe Job

Where a doctor’s certificate stipulates the necessity for an employee to transfer to a safe job a risk
assessment may be undertaken prior to commencement in the alternate role. The alternate role will be
comparable in classification and pay.

If the transfer to a safe job is not practicable, the employee may request to take leave as provided in this
Agreement for as long as a doctor certifies it is necessary to avoid exposure to risk.

Special Maternity Leave and Personal Leave

Where the pregnancy of an employee not on Maternity Leave terminates after twenty eight (28) weeks other
than by the birth of a living child, she will be entitled to unpaid leave (to be known as special Maternity
Leave) as a registered medical practitioner certifies as necessary before her return to work; or for illness
other than the normal consequences of confinement she will be entitled, either in lieu of or in addition to
special Maternity Leave, to such paid sick leave as to which she is entitled and which a registered medical
practitioner certifies as necessary before her return to work.

Where an employee not on Maternity Leave suffers illness related to her pregnancy, she may take paid sick
leave as she is entitled and further unpaid leave (to be known as special Maternity Leave) as a registered
practitioner certifies as necessary before her return to work, provided that the total of paid sick leave, special
Maternity Leave and Maternity Leave shall not exceed fifty two (52) weeks.

10.5.4 Paternity Leave

An employee will be entitled to one (1) or two (2) periods of unpaid Paternity Leave, the total of which will not
exceed fifty two (52) weeks, in the following circumstances:
    An unbroken period of up to one (1) week at the time of confinement of the spouse and with the consent
    of Ergon Energy an extension of the Paternity Leave for an unbroken period of up to eight (8) weeks
    in total.
    A further unbroken period of up to fifty one (51) weeks in order to be the primary caregiver of a child
    provided that such leave will not extend beyond the child’s first (1st) birthday.

The entitlement of up to fifty one (51) weeks will be reduced by any period of Maternity Leave or Adoption
Leave taken by the employee’s spouse. Apart from Paternity Leave of up to one (1) week at the time of
confinement, any further unbroken period of up to fifty one (51) weeks will not be taken concurrently with
Paternity Leave.

A further period of up to fifty two (52) weeks of unpaid leave to be the primary care-giver may be approved at
the discretion of Ergon Energy.

10.5.5 Adoption Leave

An employee will be entitled to one (1) or two (2) periods of unpaid Adoption Leave, the total of which will not
exceed fifty two (52) weeks, in the following circumstances:
    An unbroken period of up to three (3) weeks at the time of the placement of the child;
    An unbroken period of up to fifty (52) weeks from the time of the child’s placement in order to be the
    primary care-giver of the child. This leave will not extend beyond one year after the placement of the
    child and will not be taken concurrently with Adoption Leave taken by the employee’s spouse in relation
    to the same child.

The entitlement of up to fifty two (52) weeks will be reduced by any period of Adoption Leave taken, and the
aggregate of any periods of Adoption Leave taken or to be taken by the employee’s spouse.

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     A further period of up to fifty two (52) weeks of unpaid leave may be approved to be the primary care-giver at
     the discretion of Ergon Energy.

     Special Adoption Leave

     Ergon Energy will grant to any employee who is seeking to adopt a child, such unpaid leave not exceeding
     two (2) days, as is required by the employee to attend any compulsory interviews or examinations as are
     necessary.

     10.5.6 Parental Leave Notice Requirements

     The following notice periods apply for Parental Leave:

     Maternity Leave

        Not less than ten (10) weeks prior to the expected date of confinement an employee will provide Ergon
        Energy with a certificate from a registered medical practitioner stating that she is pregnant and the
        expected date of confinement.
        Not less than four (4) weeks prior to confinement an employee will provide notice in writing to Ergon
        Energy of the date she proposes to commence Maternity Leave, stating the period of leave to be taken. If
        requested by Ergon Energy the employee must produce a statutory declaration stating particulars of any
        period of Paternity Leave sought or taken by her spouse.

     Paternity Leave

        Not less than ten (10) weeks prior to the expected date of proposed Paternity Leave an employee will
        provide Ergon Energy with a certificate/declaration stating the proposed start and finish dates of leave.
        As soon as practicable, an employee will give notice to Ergon Energy of the date they propose to
        commence Paternity Leave, stating the period of leave to be taken.

     Adoption Leave

        Upon receiving notice of approval for adoption purposes, an employee will notify Ergon Energy of such
        approval and within two (2) months of such approval will further notify Ergon Energy of the period or
        periods of Adoption Leave the employee proposes to take. In the case of a Relative Adoption the employee
        will notify as aforesaid upon deciding to take a child into custody pending an application for an adoption
        order.
        Not less than ten (10) weeks before the proposed date of commencing any Adoption Leave an employee
        will give notice in writing to Ergon Energy of the date of commencing leave and the period of leave to be
        taken.
        Not less than fourteen (14) days before the presumed date of placement of a child for adoption an
        employee will, as soon as give notice in writing to Ergon Energy of the date of the commencement of any
        period of leave to be taken.

     10.5.7 Certification Required

     The following certification is required in relation to applications for Parental Leave:
        A certificate from a registered medical practitioner stating that the employee (or their spouse) is
        pregnant and the expected date of confinement. Where appropriate the spouse should be named; or
        A Statement from an adoption agency or other appropriate body advising the presumed date of
        placement of the child with the employee for adoption purposes; or
        A statement from the appropriate government authority confirming that the employee is to have custody
        of the child pending application for an adoption order; and
60
   In relation to any further period of up to fifteen (51) weeks to be taken for Paternity Leave, the employee
   must produce to Ergon Energy a statutory declaration stating:
        • The period of Parental Leave requested to become the primary care-giver of a child;
        • Particulars of any period of Parental Leave sought or taken by the employee’s spouse; and
        • For the period of Parental Leave the employee will not engage in any conduct inconsistent with
             the employee’s contract of employment.

10.5.8 Variation of Period of Parental Leave

Provided the maximum period of Parental Leave does not exceed the period to which the employee is
entitled, the period of Parental Leave may be extended once only by the employee giving not less than
fourteen (14) days’ notice in writing stating the period by which the leave is to be extended.

The period may be further extended by Agreement between Ergon Energy and the employee.

The period of Parental Leave may, with the consent of Ergon Energy, be shortened by the employee giving not
less than fourteen (14) days notice in writing stating the period by which the leave is to be shortened.

An employee and Ergon Energy may agree that the employee break the period of Parental Leave by returning
to work for Ergon Energy, whether on a full-time, part time or casual basis.

10.5.9 Cancellation of Parental Leave

Maternity or Paternity Leave, applied for but not commenced, will be cancelled when the pregnancy of an
employee terminates other than by the birth of a living child. In such instances the employee will resume
work at a time nominated by Ergon Energy which will not exceed two (2) weeks from the date of notice
provided in writing by the employee of her intention to return to work.

Adoption Leave applied for but not commenced, will be cancelled should the placement of the child
not proceed.

Where the placement of a child for adoption purposes with an employee then on Adoption Leave does not
proceed or continue, the employee will notify Ergon Energy and Ergon Energy will nominate a time not
exceeding two (2) weeks from receipt of notification for the employee’s resumption of work.

10.5.10 Parental Leave and Other Leave Entitlements

Provided the aggregate of any leave, including leave taken under Parental Leave, does not exceed the period
to which the employee is entitled, an employee may, in lieu of or in conjunction with Parental Leave, take any
Annual Leave or Long Service Leave or any part thereof to which they are entitled.

Paid Personal Leave or other paid authorised absences (excluding Annual Leave or Long Service Leave) will
not be available to an employee during their absence on Parental Leave.

10.5.11 Accrual of Leave & Continuity of Service

An absence on Parental Leave will be taken into account in calculating an entitlement to Annual Leave to
a maximum of three (3) months provided that where an employee does not return to the service of Ergon
Energy prior to or following completion of Parental Leave and thereafter remain in the service of Ergon
Energy for a continuous period of three (3) months, the employee will forfeit the right to have any part of the
period of Parental Leave taken into account in calculating entitlements to or in lieu of Annual Leave.

Absence on Parental Leave will not break the continuity of service of an employee but will not be taken into
account in calculating the period of service for any other purpose.
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     10.5.12 Termination of Employment

     An employee on Parental Leave may terminate their employment at any time during the period of leave by
     notice given in accordance with this Agreement.

     Ergon Energy will not terminate the employment of an employee on the ground of their pregnancy or an
     employee’s absence on Parental Leave, but otherwise the rights of Ergon Energy in relation to termination of
     employment are not affected.

     10.5.13 Return to Work After Parental Leave

     An employee will confirm their intention of returning to work by notice in writing to Ergon Energy given not
     less than four (4) weeks prior to the expiration of her period of Parental Leave.

     Where an employee elects to return to work within six (6) weeks after the birth of the child, the employee will
     provide to Ergon Energy a medical certificate stating that she is fit to return to work.

     An employee returning to work after the completion of a period of Parental Leave will be entitled to the
     position which they held immediately before proceeding on such leave or, in the case of an employee who
     was transferred to a safe job to the position she held immediately before such transfer. Where such position
     no longer exists which the employee is qualified for and is capable of performing, they will be entitled to a
     position comparable in classification and pay to that of her former position.

     On return to work, employees may by Mutual Agreement, work part time.

     10.5.14 Replacement Employees

     Before Ergon Energy engages a replacement employee the replacement employee will be advised that it is a
     temporary position and of the rights of the employee proceeding on Parental Leave, and temporary part time
     arrangements.

     Nothing in this Clause will be construed as Ergon Energy being required to engage a Replacement Employee.

     10.5.15 Part Time Work for Parental Leave

     Subject to the discretion and approval of Ergon Energy, an employee who is the primary care-giver may work
     part-time in one (1) or more periods at any time from the date of birth of the child or placement of the child,
     until the child is required to be enrolled for compulsory schooling under the Education (General Provisions)
     Act 2006.

     A female employee may work part-time in one or more periods while she is pregnant where part-time
     employment is necessary or desirable because of the pregnancy.

     Return to former position

     An employee who has had at least twelve (12) months’ continuous service with Ergon Energy immediately
     prior to commencing part-time employment after the birth or placement of a child has, at the expiration of
     the period of such part-time employment or the first period, if there is more than one, the right to return to
     his or her former position.

     Nothing in this Clause will prevent Ergon Energy from permitting the employee to return to their former
     position after a second or subsequent period of part-time employment.




62
Effect of part-time employment on continuous service

Commencement on part-time work under this Agreement will not break the employee’s continuity of service
or employment.

Pro Rata entitlements

Part-time employment will be in accordance with the provisions of this Agreement.

Termination of employment

An employee on a part time arrangement may terminate their employment at any time during their
employment by notice given in accordance with this Agreement.

Ergon Energy will not terminate the employment of an employee on the grounds of their part time
employment status, but otherwise the rights of Ergon Energy in relation to termination of employment are
not affected.

Nature of part-time work

The work to be performed part-time need not be the work performed by the employee in their former
position but will be work otherwise performed under this Agreement relevant to that employment.

10.5.16 Communication to Employees on Parental Leave

Ergon Energy will take reasonable action to advise each employee who is absent from the workplace on
Parental Leave about any decision to implement changes. Such advice will include information on the effect it
will have on the position the employee held before starting Parental Leave.

Ergon Energy will give the employee a reasonable opportunity to discuss any significant effect the change will
have on the employee’s position.

10.6    LONG SERVICE LEAVE

An employee will be entitled to Long Service Leave subject to and in accordance with this Clause and the
Electricity Regulations 2006 as varied from time to time.

10.6.1 Entitlement

An employee is entitled to thirteen (13) weeks Long Service Leave on the completion of ten (10) years
continuous service.

Notwithstanding, an employee will be entitled to a proportionate payment for Long Service Leave on the
termination of the employee’s service in the following circumstances:
   An employee fifty five (55) years of age or older resigns and has at least five (5) years continuous service
   ending when the employee resigns.
   An employee under fifty five (55) years of age and has at least five (5) years continuous service resigns
   as a result of illness or injury and provides Ergon Energy with a medical certificate, from an appropriate
   doctor, stating they are unable to continue in their employment with Ergon Energy because of the
   employee’s ill health.
   An employee’s service is terminated because of the employee’s death and they had at least five (5) years
   continuous service ending when the employee dies.
   An employee resigns because of a domestic or other pressing necessity and has at least seven (7) years

                                                                                                                  63
        continuous service ending when the employee resigns.
        An employee’s service is terminated by Ergon Energy for a reason other than the employee’s conduct,
        capacity or performance and has at least seven (7) years continuous service when the employee’s service
        is terminated.

     The amount of proportionate payment will be equal to the amount that would have been paid to the employee
     if the employee had taken all Long Service Leave to which the employee was entitled on the last day of
     employment.

     If an employee has died, Ergon Energy will pay the amount as soon as is practicable to the persons (if any)
     who, Ergon Energy is satisfied, are completely or substantially dependent on the earnings of the employee; or
     in other cases to the employee’s personal representative.

     Appropriate doctor means a doctor who Ergon Energy is satisfied has the appropriate expertise to decide
     whether or not the employee is able to continue in the employee’s present employment.

     10.6.2 Service Recognised for Long Service Leave

     Continuous service means:

        Service that is continuous or taken to be continuous under Chapter 8 of the Electricity Regulation 2006
        (Qld), and
        A period of former service that is, under Chapter 8 of the Electricity Regulation 2006 (Qld), recognised for
        working out the period of service of the employee in the Government Owned Electricity (GOE) industry;
        and
        For an employee who became a GOE industry employee on 1 January 1995 because of the repealed
        Government Owned Corporations (QGC Corporatisation) Regulation 1994 or the repealed Government
        Owned Corporations (QTSC Corporatisation) Regulation 1994 - previous service, including broken service,
        recognised as service for Long Service Leave purposes under the repealed Electricity Act 1976.

     10.6.3 Casual Employees – Service and Continuity of Service

     The service of an employee who has been employed more than once by one or more GOE employers over a
     period is continuous service with Ergon Energy even though:
         the employment is broken; or
         any of the employment is not full-time employment; or
         the employee is employed by the entity or entities under two (2) or more employment contracts; or
         the employee would, apart from this section, be taken to be engaged in casual employment; or
         the employee has engaged in other employment during the period.

     Continuous service ends if the employment is broken by more than three (3) months between the end of one
     employment contract and the start of the next employment contract.

     In working out the length of a casual employee’s continuous service, service by the employee before 23 June
     1990 will not be taken into account. A period when the employee was not employed by Ergon Energy or
     another GOE employer will be taken into account, provided that continuous service ends if the employment is
     broken by more than three (3) months between the end of one employment contract and the start of the next
     employment contract.

     10.6.4 Periods of Absence Without Pay That Count As Service

     An employee’s absence without pay from employment is counted as service only if:

64
   the absence is as sick leave for no more than three (3) months; or
   the employee is paid for the absence under the Workers’ Compensation and Rehabilitation Act 2003 as
   amended from time to time for an injury sustained by the employee; or
   the absence is for leave, other than sick leave, of no more than two (2) weeks granted by Ergon Energy; or
   Ergon Energy has approved the inclusion of the period of the absence in the employee’s period of service
   for this part; or
   the employee is a casual employee and Clause 10.6.3 applies.

10.6.5 Calculation of Long Service Leave – Full-Time and Part-Time Employees

The calculation of Long Service Leave will be in hours as has been agreed between Ergon Energy and Parties
to this Agreement and will be at the rate of 1.3 weeks on the appropriate rate of pay for each year of the
employee’s continuous service.

The appropriate rate of pay is:
   for a full-time employee – at the full pay rate; and
   for a part-time employee – at a proportionate amount of full pay rate.

10.6.6 Calculation of Long Service Leave – Casual Employees

The minimum leave and amount payable to a casual employee for Long Service Leave is worked out using the
following calculation:

                                       Actual service x 13 x hourly rate
                                             52         10

Actual service means the total ordinary working hours actually worked by the employee during the
employee’s period of continuous service.

The appropriate rate of pay for a casual employee is the hourly rate for ordinary time payable to the
employee:
   if the employee takes the Long Service Leave – on the day the employee starts the leave; or
   if the employee’s employment is terminated – on the day the termination takes effect.

10.6.7 Casual Employees—Conversion to Full Time Equivalent

Subject to Mutual Agreement a casual employee’s entitlement to Long Service Leave may be taken in the
form of its full-time equivalent.

Example – If a casual employee is entitled to be paid for two hundred and ninety (290) hours Long Service
Leave; the employee and Ergon Energy may agree that the employee takes eight (8) weeks leave (290 hours ÷
36.25 hours = 8 weeks).

10.6.8 Ergon Energy’s Right to Refuse or Defer Long Service Leave

Ergon Energy may refuse an employee’s application for Long Service Leave where timely notice
was not given; or the granting of the leave applied for would be unreasonably detrimental to
operational requirements.

If the application is refused, Ergon Energy will arrange with the employee for the leave applied for to be taken
as soon as is mutually convenient.



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     10.6.9 Minimum Period

     The minimum period of Long Service Leave that may be granted at a time is two (2) weeks. Subject to Mutual
     Agreement, a lesser period of Long Service Leave may be approved for those employees considering full time
     retirement from the work force and who may consider a transition period to retirement.

     10.6.10 Ergon Energy’s Right to Recall an Employee from Leave

     If special circumstances exist, Ergon Energy may cancel Long Service Leave already granted or recall an
     employee to duty from Long Service Leave.

     Where Ergon Energy cancels Long Service Leave or recalls an employee to duty, the employee may elect
     either:
         to take the Long Service Leave, or the balance of Long Service Leave, at a mutually convenient time; or
         to have the leave or balance of the leave re-credited to the employee’s entitlement to Long Service Leave.

     10.6.11 Public Holidays During Long Service Leave

     Long service leave will be exclusive of any public holiday which may occur during the period of leave.

     10.6.12 Illness During Long Service Leave

     Employees falling ill while on Long Service Leave can on the production of a medical certificate from a
     recognised medical practitioner or other reasonably acceptable evidence to Ergon Energy’s satisfaction,
     about the nature and approximate duration of the illness, convert that proportion of their Long Service Leave
     to their Personal Leave entitlement where the claim is for a minimum of two (2) working days incapacity.

     If an employee is granted a period of Personal Leave, the day the employee is to resume duties after the Long
     Service Leave will not be not affected and the adjusted period is added to the employee’s entitlement to Long
     Service Leave.

     Subject to Mutual Agreement the period for which the employee is currently absent on Long Service Leave
     may be extended. If Ergon Energy agrees to the request:
        the period for which the employee is currently absent on Long Service Leave will be extended by the
        adjusted period; and
        the employee’s entitlement to Long Service Leave is not affected.

     10.6.13 Preservation of Particular Existing Rights

     An employee who became a GOE industry employee on 1 January 1995 because of the repealed Government
     Owned Corporations (QGC Corporatisation) Regulation 1994 or the Government Owned Corporations (QTSC
     Corporatisation) Regulation 1994; and under the Long Service Leave arrangements of the repealed Electricity
     Act 1976 would have been entitled:
         to a greater period of Long Service Leave; or
         to a greater amount of cash equivalent of Long Service Leave; or
         either to Long Service Leave or to a cash equivalent of Long Service Leave under the arrangements and
         who is not entitled to Long Service Leave or a cash equivalent of Long Service Leave under this part.

     The employee is entitled to be granted the greater period of Long Service Leave; or paid the amount of cash
     equivalent of Long Service Leave that is greater in amount; or granted the Long Service Leave or paid the
     cash equivalent of Long Service Leave to which the employee would have been entitled if the Long Service
     Leave arrangements had remained in force.


66
10.7    PUBLIC HOLIDAYS INCLUDING LABOUR DAY

All work done by any employee on:
    The 1st January;
    The 26th January;
    Good Friday;
    Easter Saturday (the day after Good Friday);
    Easter Monday;
    The 25th April (Anzac Day);
    The Birthday of the Sovereign;
    Christmas Day;
    Boxing Day; or
    Any day appointed to be kept in place of any such holiday

will be paid for at the rate of double time and a-half with a minimum of four (4) hours.

10.7.1 Employees Who Do Not Work Monday to Friday of Each Week

Employees who do not ordinarily work Monday to Friday of each week are entitled to public holidays as
follows:
     A full time employee is entitled to either payment for each public holiday or a substituted day’s leave.
     A part time employee is entitled to either payment for each public holiday or a substituted day’s leave
     provided that the part time employee would have been ordinarily rostered to work on that day had it not
     been a public holiday.
     Where a public holiday would have fallen on a Saturday or a Sunday but is substituted for another day all
     employees who would ordinarily have worked on such Saturday or Sunday but who are not rostered to
     work on such day are entitled to payment for the public holiday or a substituted day’s leave.
     Nothing in this Clause confers a right to any employee to payment for a public holiday as well as a
     substituted day in lieu.

10.7.2 Labour Day

All employees will be entitled to be paid a full day’s wage for Labour Day (the first Monday in May or other day
appointed to be kept in place of that holiday) irrespective of the fact that no work may be performed on such
day, and if any employee concerned actually works on Labour Day, such employee will be paid a full day’s
wage for that day and in addition, a payment for the time actually worked by the employee at one and a-half
times the base rate prescribed for such work with a minimum of four (4) hours.

10.7.3 Agricultural/Horticultural/Industrial Show Public Holiday

All employees will be entitled to only one (1) Agricultural/Horticultural/Industrial Show Holiday per annum.
Where employees are not in a position to access an agricultural/horticultural show holiday in their region,
they can claim only one (1) of the following options:
    One (1) day to be allocated to their Annual Leave accrual; or
    Work on the day that the holiday is appointed will be paid at a rate of double time and a-half, with a
    minimum of four (4) hours.




                                                                                                                   67
     10.7.4 Double Time and a Half

     For the purposes of public holidays where the rate of salary is a weekly rate, “double time and a-half” will
     mean one and one-half day’s salary in addition to the prescribed weekly rate, or pro rata if there is more or
     less than a day.

     10.7.5 Payment for Work Performed Outside Ordinary Hours on a Public Holiday

     All time worked by employees (excluding shift workers) on public holidays outside the ordinary working
     hours specified in this Agreement, prescribed by a roster, or usually worked on the day of the week on which
     the holiday falls, will be paid at double the applicable overtime rate.

     10.7.6 Stand Down

     Any and every employee who, having been dismissed or stood down by Ergon Energy during the month
     of December in any year, will be re-employed by Ergon Energy at any time before the end of the month of
     January in the next succeeding year will, if that employee will have been employed by Ergon Energy for a
     continuous period of two (2) weeks or longer immediately prior to being so dismissed or stood down, be
     entitled to be paid and will be paid by Ergon Energy (at the base rate payable to that employee when so
     dismissed or stood down) for any one or more of the following holidays, namely, Christmas Day, Boxing Day,
     and the first day of January occurring during the period on and from the date of the dismissal or standing
     down to and including the date of re-employment as aforesaid.

     10.8    PURCHASED LEAVE

     Employees may apply at any time to purchase up to four (4) weeks additional leave per year with salary
     payments averaged over the whole year to ensure that a standard pay rate is received each fortnight.

     Access to purchased leave is subject to the following conditions:
        The approval of purchased leave is at the sole discretion of Ergon Energy, after taking into account
        issues such as operational requirements and other business needs, including maintaining equity in the
        distribution of approved leave and high demand leave periods;
        Purchased leave is not available where employees have at the time of applying for leave, an excess
        annual leave balance of eight (8) weeks or more;
        Purchased leave must be taken in blocks of at least one (1) full week up to a maximum of four (4) weeks;
        Purchased leave must be utilised in the twelve (12) month period in which it was purchased;
        The timing of purchased leave must be specified at the time of purchase but may be varied by Agreement;
        Purchased leave arrangements must be agreed to on an individual basis each twelve (12) month period;
        Applications for purchased leave can only be made once every twelve (12) month period;
        Leave is purchased over twenty six (26) pay periods and employees are required to stay on the scheme for
        the full twenty six (26) pays;
        If an employee is sick while on purchased leave and obtains a medical certificate from a recognised
        medical practitioner, those days covered by the medical certificate with a minimum of two (2) working
        days, will be re-credited to the employee’s purchased leave credits;
        Purchased leave, once approved, counts as service for all purposes;
        Purchased leave not taken will be forfeited and the value of the leave refunded at the end of the twelve
        (12) month period at the rate it was purchased. Exceptions to this may exist in cases of hardship, which
        will be considered on a case by case basis and paid on approval to terminate the arrangement; and
        Participation in purchased leave will not affect an employee’s final average salary for the purposes of
        superannuation.



68
10.9    LEAVE WITHOUT PAY

Having regard to the operational requirements and other business needs of Ergon Energy, employees may
apply to access up to twenty six (26) weeks of leave without pay.

The approval of leave without pay is at the sole discretion of Ergon Energy, and is subject to the following
conditions:
   In order to make alternate staffing arrangements, such leave will only be considered for approval where a
   minimum notice period of eight (8) weeks has been provided prior to the proposed start date;
   Once approved, leave without pay does not count as service for any purpose, including public holidays;
   Leave without pay must be taken for the purpose that it was applied for; and
   On return from leave without pay, the employee will return to the position previously held before taking
   the leave or a comparable position in classification and pay.

Notwithstanding the above as a result of an emergency situation or extenuating circumstances the eight
(8) weeks notice may be reduced, provided that an employee will provide as much notice as possible.
Reasonable proof of such circumstances may be required.

10.10   CULTURAL DIVERSITY LEAVE

Ergon Energy acknowledges and respects the diverse backgrounds and experience of our employees, which
reflects the diversity of the Australian Community within which we work. As part of this acknowledgement,
an employee may use their accrued TOIL by mutual Agreement with Ergon Energy for cultural or religious
days of significance to the employee, to take part in activities associated with their culture or ethnicity.

10.11   JURY SERVICE

An employee, other than a casual employee, required to attend for jury service during their ordinary working
hours will be reimbursed by Ergon Energy an amount equal to the difference between the amount paid in
respect of their attendance for such jury service and the ordinary pay the employee would have been paid if
the employee was not absent on jury service.

Alternatively, by Agreement, fees (other than meal allowance) received by the employee to attend jury service
will be paid to Ergon Energy and Ergon Energy will continue to pay the employee their ordinary pay for the
time the employee was absent on jury service.

Employees will notify Ergon Energy as soon as practicable of the date upon which they are required to attend
for jury service and will provide Ergon Energy with proof of such attendance, the duration of such attendance
and the amount received in respect thereof.

If the employee is not required to serve on a jury for a day or part of a day after attending for jury service
and the employee would ordinarily be working for all or part of the remaining day, the employee must, if
practicable, present for work at the earliest reasonable opportunity.

Ordinary pay means the rate of pay that an employee would normally expect to receive for working ordinary
hours on an ordinary day of the week, including any over-award payment.

Ordinary pay excludes overtime, penalty rates of all types - including those attached to working ordinary
hours (for example) on a Saturday, disability allowances, shift allowances, special rates, fares and travelling
time allowances, bonuses and other ancillary payments of a like nature.




                                                                                                                  69
     PART 11         FLEXIBLE WORKING INITIATIVES




     11.1    FLEXIBLE WORKING INITIATIVES

     Flexible Working Initiatives allow an employee to balance personal or family needs and preferences with
     work commitments. Ergon Energy acknowledges the importance of employees maintaining a balance,
     and provides discretionary benefits in this Agreement to allow employees to organise their working
     arrangements in a more flexible way, subject to operational needs. This includes:
         Job Sharing
         Working from Home
         Part Time Study Leave Arrangements, and
         Transition to Retirement Arrangements.

     Ergon Energy will provide employees with information and education highlighting the choice and flexibility
     provided by this Agreement in areas such as balancing work and personal lives.

     11.2    JOB SHARING

     Job sharing is where two (2) or more employees are able to make arrangements that allow the employees
     concerned to share one (1) full time job.

     Approval of Job Share will be at the discretion of Ergon Energy and subject to Mutual Agreement between the
     relevant supervisor/manager and the individual employees concerned, on the hours to be worked and roster
     arrangements that ensure the arrangement is cost neutral to Ergon Energy.

     The employees are required to meet the daily/weekly/monthly hours of the position as determined between
     the employees concerned, based on their respective personal needs, in consultation with and as approved by
     their supervisor. Other flexible arrangements such as the individual employees sharing the job via extended
     block periods up to six (6) months will be considered subject to operational requirements or constraints.

     Employees who enter these arrangements will be paid ordinary time rates of pay for all hours that make up
     the aggregated hours of work of the nominated position. Overtime will only be paid when the daily ordinary
     hours are exceeded (8.05 Hours) and/or the weekly hours of either 36.25 hours (nine (9) day fortnight) or
     forty (40) hours (ten (10) day fortnight). Annual Leave and other notified leave requirements will be covered
     between the employees involved up to the 36.25 hours per week (nine (9) day fortnight) or forty (40) hours per
     week (ten (10) day fortnight) at base rates of pay.

     Accrual of Annual Leave, Personal Leave and Long Service Leave will be calculated on a pro rata basis on the
     actual hours worked and recorded by each individual.

     11.3    WORKING FROM HOME

     As part of Ergon Energy’s focus on employee well being, Life Balance initiatives and exploring options to work
     in a more flexible way, Ergon Energy will maintain working from home arrangements for suitable identified
     roles. Further information is contained in the relevant policy documentation available on the Ergon Energy
     Intranet. Where mutually agreed Ergon Energy may provide employees the opportunity to work from home on
     an adhoc basis.

     11.4    PART TIME STUDY LEAVE ARRANGEMENTS

     In circumstances where study has been approved by Ergon Energy on the basis of providing a mutual benefit
     for the employee and Ergon Energy, the following part time study leave arrangements may apply:

     To support further learning developments, employees who are studying approved courses part time,
     including distance learning programs, Ergon Energy will provide at least one (1) day paid time off per

70
fortnight to attend compulsory classes or five (5) days paid time off per semester to attend compulsory
residential/practical courses including associated travel (external students).

Ergon Energy will also provide paid time off to sit for examinations which also include time required to travel
to the venue. Ergon Energy will also facilitate time off for employees for pre-examination study and for final
preparation of a thesis or similar work.

11.5    TRANSITION TO RETIREMENT ARRANGEMENTS

Transition to Retirement Arrangements may be available to those employees considering full time retirement
from the work force and who may consider a transition period to retirement. This is in recognition of the
need to facilitate the transfer of corporate knowledge, skills and provide guidance and mentoring to other
employees prior to retirement, for the mutual benefit of the employee and Ergon Energy.

Transition to Retirement Arrangements may include but is not limited to the following:
   Utilisation of accrued leave to maintain full time status while working part time hours without reduction
   in superannuation benefits.
   Working agreed blocks of work (annualised hours) using a combination of either accrued leave, banked
   RDO’S, TOIL, annualised hours or leave without pay over an agreed period of time. For example two (2)
   months work two (2) months leave in rotation.
   Working from home on a full or part time basis may also be considered where the nature of the work is
   operationally suitable.

Any such arrangements between Ergon Energy and the employee will be documented in writing confirming
the agreed pattern of work required, which may include (as applicable,) weeks to be worked over the period,
minimum ordinary hours per week, the days on which the work is to be performed and daily starting and
finishing times.

These arrangements may be varied by Mutual Agreement between the employee and Ergon Energy and
documented.

All accrued leave entitlement balances accrued immediately prior to accepting a Transition to Retirement
Arrangements will be maintained without reduction. On commencement of the Transition to Retirement
Arrangement, all leave will accrue in accordance with the relevant hours of work Clauses within this
Agreement and applicable legislation.




                                                                                                                  71
     PART 12         TRAINING AND DEVELOPMENT




     12.1    TRAINING AND DEVELOPMENT

     The parties to this Agreement recognise that, in order to increase the efficiency, productivity and
     competitiveness of Ergon Energy a greater commitment to training and skill development is required.

     Accordingly, the parties commit themselves to optimising capability, performance and the career options of
     employees by:
        Training, retraining and educating employees where appropriate;
        Career development and equal opportunity; and
        Providing timely advice and consultation with employees and their representatives with regard to any
        changes to training and development programs which may impact employees.
        Providing employees with career opportunities through appropriate training to acquire additional skills;
        and

     The parties agree with respect to the training and development of employees that:

     Each employee will be encouraged to and have access to learning processes and resources to meet the
     needs of their position description through a mutually agreed development plan and a set of prioritised
     learning opportunities which should be reviewed annually. Should the employee’s access to learning
     processes and resources not be available within the mutually agreed timeframe, then the employee and
     Ergon Energy will review and possibly modify the development plan.

     Individual development plans should seek to professionally develop employees so that they can satisfy
     key position accountabilities and improve career development prospects, where it satisfies the business
     requirements of Ergon Energy. Any training associated with the development plan may be provided either
     externally or internally, off and on the job, to match the individual employee’s development needs.

     Following proper consultation the parties will develop a training programme consistent with:
         The current and future skill needs of Ergon Energy;
         The size, structure and nature of the operations of Ergon Energy;
         The need to develop vocational skills relevant to Ergon Energy through both industry courses and courses
         conducted by accredited educational institutions and providers.

     12.2    ELECTRICAL ELECTRONIC TRAINING PACKAGES

     Ergon Energy will utilise approved training packages where they are reasonably available as advised by the
     Electro Comms and Energy Utilities Industry Skills Council Ltd (Trading as EE-Oz Training Standards). These
     training packages will only be utilised where they are tied to an electrical, professional and administration
     licensing or certification required by relevant legislation where applicable.

     Ergon Energy will not access Certificate Two (2) of the Transmission and Distribution Training Package
     without consultation and Agreement with the Nominated Employee Representatives.

     12.3    TRADE COMPETENCY RECOGNITION

     Ergon Energy will ensure that all relevant trade and technical based employees working on Ergon Energy
     assets have completed appropriate Nationally Accredited Training Packages or equivalent accreditation for
     the Transmission, Distribution and Generation functions applicable to Ergon Energy. This is to ensure those
     employees have appropriate skills, competencies and accreditation.

     Agreed equivalents will be determined as benchmarked by Industrial Safety & Environmental Services (ISES)
     against the National Standards after taking into account established recognised prior learning outcomes
     (RPL).
72
PART 13         AGREEMENTS




13.1    CLASSIFICATION STRUCTURE REVIEW

The Parties agree to review the Classification Structure as defined in Schedule 4 of this Agreement and the
Queensland Transmission & Supply Corporation (QTSC) Career Path Documents commencing no later than
twelve (12) months post lodgement.

Any implementation of the outcomes of the review will be subject to the Agreement of the parties to this
Agreement.

Notwithstanding the eventual outcomes of the above Ergon Energy will continue to meet its obligations to
provide employees with access to Approved Training Plans and position descriptions in accordance with the
Classification Structure and QTSC Career Path Documentation.

The introduction of any new classification structure in terms of current salary level or career path
opportunities within a grade or level of appointment will not disadvantage those employees covered in terms
of their salary as prescribed in Schedule 1 of this Agreement.

13.2    CONSULTATIVE ARRANGEMENTS

A reasonable and effective relationship between all employees and their representatives is seen as
desirable and will be pursued by the parties. To assist this process, various consultative mechanisms will
be established to ensure appropriate consultation and input into any business change plans that considers
issues and policies which would impact on all employees. This will include consultation and monitoring of
training package development and training delivery and access.

Ergon Energy will also consult with all relevant Nominated Employee Representatives prior to calling tenders
for the outsourcing of established major construction and maintenance work functions. Such consultation
and notification will advise the nature of the work, location and likely duration. Ergon Energy will continue to
monitor and audit on a regular basis on the safety performance of any service providers in conjunction with
Nominated Employee Representatives.

As a minimum there will be consultative forums established at a State Bargaining Unit (SBU) level and
Business Unit specific level to address the needs of the parties from time to time.

13.3    INDUSTRIAL ORGANISATION REPRESENTATIVES

13.3.1 Employee Representatives Rights and Responsibilities

Employee Representative Training and Committee Leave

Ergon Energy will release Nominated Employee Representatives to attend relevant training, representative
and committee business up to and including, five (5) paid working days per annum.

Ergon Energy may provide additional days on request:
   to attend courses or seminars where the Nominated Employee Representative holds a dual title, e.g.
   nominated employee safety representative and Nominated Employee Representative;
   where it is mutually beneficial to Ergon Energy and the employee organisation;
   Arises as a result of remote travel requirements.

Notice Boards

Ergon Energy will provide a designated space on an existing notice board or access to a dedicated notice
board in its major establishments upon which Nominated Employee Representatives will be permitted


                                                                                                                   73
     to post authorised formal notices. Any unauthorised notices may be removed by a Nominated Employee
     Representative or by Ergon Energy.

     Use of Facilities

     Nominated Employee Representatives will be allowed reasonable access to facilities (telephones, filing
     cabinets, facsimile, computers, e-mail, etc) needed to perform their function, as agreed between Ergon
     Energy and the Nominated Employee Representative concerned. Access will be subject to any reasonable
     conditions and limitations as Ergon Energy may impose.

     Nominated Employee Representative Rights

     A Senior Nominated Employee Representative will be allowed such reasonable time during working hours, as
     may be agreed between Ergon Energy and the relevant Employee Organisation to:
        Discuss with the employees at the workplace at which they are a Nominated Employee Representative,
        matters relative to working conditions and other matters, with a view to avoiding industrial disputation or
        giving effect to the grievance procedure.
        Discuss with a representative of the relevant Employee Organisation the matters referred to above.
        Discuss with Ergon Energy, matters raised by employees affecting their employment.
        Schedule a maximum of four (4) paid one (1) hour meetings per workplace per annum at a time to suit
        operational requirements to discuss matters directly relating to the employment relationship.

     Senior Nominated Employee Representatives who do not have direct access to a land line will be provided
     with a mobile phone to maintain communications with employees and line management.

     Senior Nominated Employee Representatives will be released from normal duties to carry out paid meetings
     when required.

     Travel expenses or the provision of a vehicle may be provided to Nominated Employee Representatives to
     maintain contact with their members from time to time. Any approval will be subject to reasonable notice and
     any conditions or limitations as Ergon Energy may impose, this provision will not be unreasonably withheld.

     Given the number of projects currently running within Ergon Energy, the parties agree that Nominated
     Employee Representatives may be required, from time to time subject to business operational requirements,
     to be released from their normal duties to work as required, on work related projects or issues, or to
     carry out meetings with employees as requested by the Nominated Employee Representatives concerned.
     Agreement to ensure the Nominated Employee Representatives involvement on such projects will not be
     unreasonably withheld.

     The Parties will agree on the supervisory reporting process for the delegate involvement prior to the start of
     any specific project. Nominated Employee Representatives, whilst working on such projects will:
         Work towards improving the industrial relationship to the mutual benefit of both Ergon Energy and the
         relevant union in resolving issues of concern through the formal grievance process; and
         Keep both Ergon Energy and the relevant Nominated Employee Representatives abreast of the specific
         project, throughout its life.




74
PART 14         SAFETY




14.1    SAFETY COMMITTEE

The Parties agree to maintain a joint safety forum to provide strategic overview of safety procedures, safety
performance and safety issues within Ergon Energy at a corporate level involving relevant Nominated
Employee Representatives and Ergon Energy representatives.

This forum will meet quarterly or as otherwise agreed, and review any issues that may have arisen over the
preceding period.

The Parties acknowledge the importance of the Peak Health & Safety Committee engaging in safety audits to
ensure consistent Workplace Health & Safety outcomes for employees. Ergon Energy commits to providing
Workplace Health & Safety Officer Level Two (2) training, at an agreed training establishment for all
Nominated Employee Safety Representatives engaged in such functions.

14.2    SINGLE PERSON TASKS

The Parties agree that a formal consultative process will be put in place to resolve all identified safety
requirements and develop appropriate work safety procedures prior to implementation in the workplace. Any
such process will be in accordance with Clause 1.5 of this Agreement, Workplace Change and Flexibility.

Notwithstanding the above however, the following tasks have been agreed as having suitable safe systems of
work and are available to be implemented by the parties on the lodgement of this Agreement:

Agreed Single Person Tasks:
   Disconnects and reconnects where there is no exposure to live parts;
   Asset inspection;
   Layout investigations;
   Work that does not require the employee to work above 1.8 metres and/or is not associated with live
   electrical work;
   LV isolation/connections utilising a telescopic link stick from the ground;
   Polarity – ground based;
   LV testing in accordance with the Electrical Safety Act 2002 (ESA);
   Meter changes where the supply has been isolated;
   Changing plug in meters where the meter base has been pre wired.

As with all work carried out in Ergon Energy, an onsite risk assessment must be conducted prior to work
commencing. Where an employee identifies additional risks, e.g. remote locations or another worksite
hazard that requires them to carry out the work with the assistance of another employee, work will not
commence until all facets of the onsite risk assessment are satisfied.

Please Note:

All items listed above must be carried out in accordance with the statutory requirements of the relevant State
and Federal legislation as a minimum.

14.3    SINGLE WIRE EARTH RETURN (SWER) REMOTE AREAS

Ergon Energy will ensure all employees working on the High Voltage System will be trained and authorised
in accordance with the Electrical Safety Act 2002 (ESA), associated Legislation and established Ergon Energy
Policy and Safe Working Procedures (SWPs).




                                                                                                                 75
     Due to the complex nature of switching on the Ergon Energy High Voltage System and to ensure optimal
     safety, Ergon Energy will restrict authorisation and access for external service providers to the following:
         High Voltage Switching and Isolation of all Single Wire Earth Return (SWER) transformers for the sole
         purpose of the repair, maintenance and replacement of the SWER earthing grid;
         Act as Switching Operator Assistants (SOA’s) for all High Voltage access and isolation procedures as
         required;
         Perform Auto Reclose Block (making a Pole Mounted Recloser Non-Auto);
         Act as Access Permit Recipient.

     The Parties agree that all such authorised personnel will be regularly audited in accordance with established
     audit regimes at least annually.

     14.4    FIELD FORCE AUTOMATION (FFA) DEVICES

     Where operationally suitable Ergon Energy will introduce customer dispatch and work scheduling systems
     into vehicles to improve field resource utilisation and meet regulated and non regulated customer service
     obligations. Field Force Automation (FFA) devices once fitted, will allow jobs to be dispatched directly to the
     nearest available work crew.

     Consultation between the Ergon Energy and Nominated Employee Representatives will occur with a report
     back occurring regularly through the Energy Services Consultative Committee (ESCC). Any employee
     impacts as a result of the implementation of the FFA Project, the Employment Security Principles outlined in
     Clause 1.10 of this Agreement will apply.

     The agreed framework for dispatch of work to the appropriate crew will be developed in accordance with
     the agreed principles as follows:
         Will primarily be utilised for determining the nearest available work crew for work dispatch;
         Will not be used for intrusive monitoring of employees;
         Will not be used for the purposes of performance management of employees in relation to dispatch of
         work; however any system data may be utilised where preliminary evidence confirms serious breach of
         policy or misconduct.




76
SCHEDULE 1   ERGON ENERGY SALARIES




                                                      Rates from the          Rates from the
                              Rates from the       first full pay period   first full pay period
             Rates as at
   Salary                  first full pay period     commencing 12           commencing 24
              15/02/07
   Point                    commencing on or        months following        months following
                 $
                             after lodgement            the date of             the date of
                                                        lodgement               lodgement
    0.0       $38,502            $40,443                 $42,263                 $44,165
    1.0       $38,781            $40,735                 $42,569                 $44,485
    1.1       $39,026            $40,991                 $42,836                 $44,764
    1.2       $39,269            $41,245                 $43,102                 $45,042
    1.3       $39,509            $41,495                 $43,363                 $45,315
    1.4       $39,754            $41,751                 $43,630                 $45,594
    1.5       $39,994            $42,002                 $43,893                 $45,869
    1.6       $40,239            $42,258                 $44,160                 $46,148
    1.7       $40,482            $42,512                 $44,426                 $46,426
    2.0       $40,721            $42,762                 $44,687                 $46,698
    2.1       $40,966            $43,018                 $44,954                 $46,977
    2.2       $41,206            $43,269                 $45,217                 $47,252
    2.3       $41,451            $43,525                 $45,484                 $47,531
    2.4       $41,690            $43,775                 $45,745                 $47,804
    2.5       $41,934            $44,030                 $46,012                 $48,083
    2.6       $42,180            $44,287                 $46,280                 $48,363
    2.7       $42,421            $44,538                 $46,543                 $48,638
    3.0       $42,661            $44,789                 $46,805                 $48,912
    3.1       $42,909            $45,048                 $47,076                 $49,195
    3.2       $43,147            $45,297                 $47,336                 $49,467
    3.3       $43,391            $45,552                 $47,602                 $49,745
    3.4       $43,632            $45,804                 $47,866                 $50,020
    3.5       $43,877            $46,060                 $48,133                 $50,299
    3.6       $44,120            $46,314                 $48,399                 $50,577
    3.7       $44,361            $46,566                 $48,662                 $50,852
    4.0       $44,605            $46,821                 $48,928                 $51,130
    4.1       $45,497            $47,753                 $49,902                 $52,148
    4.2       $46,386            $48,682                 $50,873                 $53,163
    5.0       $47,280            $49,616                 $51,849                 $54,183
    5.1       $48,173            $50,549                 $52,824                 $55,202
    5.2       $49,064            $51,480                 $53,797                 $56,218
    6.0       $49,955            $52,411                 $54,770                 $57,235
    6.1       $50,849            $53,346                 $55,747                 $58,256
    6.2       $51,737            $54,274                 $56,717                 $59,270
    7.0       $52,633            $55,210                 $57,695                 $60,292
    7.1       $53,523            $56,140                 $58,667                 $61,308
    7.2       $54,415            $57,072                 $59,641                 $62,325
    8.0       $55,309            $58,006                 $60,617                 $63,345           77
     SCHEDULE 1              ERGON ENERGY SALARIES CONTINUED




             8.1               $56,200                $58,938               $61,591               $64,363
             8.2               $57,095                $59,873               $62,568               $65,384
             9.0               $57,984                $60,802               $63,539               $66,399
             9.1               $58,878                $61,736               $64,515               $67,419
             9.2               $59,770                $62,668               $65,489               $68,437
             9.3               $60,661               $63,599                $66,461               $69,452
            10.0               $61,557               $64,536                $67,441               $70,476
            10.1               $62,445               $65,464                $68,410               $71,489
            10.2               $63,338               $66,397                $69,385               $72,508
            10.3               $64,231               $67,330                $70,360               $73,527
            11.0               $64,673               $67,792                $70,843               $74,031
            11.1               $65,680               $68,844                $71,942               $75,180
            11.2               $66,687               $69,896                $73,042               $76,329
            11.3               $67,695               $70,950                $74,143               $77,480
            11.4               $68,700               $72,000                $75,241               $78,627
            11.5               $69,709               $73,054                $76,342               $79,778
            12.0               $70,716               $74,107                $77,442               $80,927
            12.1               $71,725               $75,161                $78,544               $82,079
            12.2               $72,727               $76,208                $79,638               $83,222
            12.3               $73,735               $77,262                $80,739               $84,373
            12.4               $74,743               $78,315                $81,840               $85,523
            12.5               $75,753               $79,370                $82,942               $86,675
            13.0               $76,756               $80,419                $84,038               $87,820
            13.1               $78,430               $82,168                $85,866               $89,730
            13.2               $80,103               $83,916                $87,693               $91,640
            13.3               $81,777               $85,665                $89,520               $93,549
            14.0               $83,447               $87,411                $91,345               $95,456
            14.1               $85,122               $89,161                $93,174               $97,367
            14.2               $86,791               $90,905                $94,996               $99,271
            14.3               $88,463               $92,652                $96,822             $101,179
            15.0               $90,138               $94,403                $98,652             $103,092
            15.1               $91,997               $96,345              $100,681              $105,212
            15.2               $93,856               $98,288              $102,711              $107,333
            15.3               $95,714              $100,230              $104,741              $109,455
            15.4               $97,570              $102,169              $106,767              $111,572
            15.5               $99,430              $104,113              $108,799              $113,695
            16.0              $101,286              $106,052              $110,825              $115,813
            16.1              $103,333              $108,191              $113,060              $118,148
            16.2              $105,375              $110,325              $115,290              $120,479
            16.3              $107,421              $112,463              $117,524              $122,813
            16.4              $109,465              $114,599              $119,756              $125,146
            16.5              $111,508              $116,734              $121,988              $127,478
78   The rates specified in Schedule 1 includes an Electronic Funds Transfer Allowance of $4 per week and
     Annual leave loading of 17.5%.
APPRENTICE SALARIES

Apprentices (Technical Stream)


From the first full pay period commencing on or after lodgement

                                       Rate                                           Adult Apprentice
        Trade Year                                       Apprentice Rates
                                 (% of Sal. Pt. 4.0)                                       Rates
             1                           40                   $18,729                     $40,443
             2                           55                   $25,752                     $40,443
             3                           75                   $35,116                     $40,443
             4                           90                   $42,139                     $42,139
      On completion              Salary Point 4.0             $46,821                     $46,821


From the first full pay period commencing 12 months following the date of lodgement

                                       Rate                                           Adult Apprentice
        Trade Year                                       Apprentice Rates
                                 (% of Sal. Pt. 4.0)                                       Rates
             1                           40                   $19,572                     $42,263
             2                           55                   $26,911                     $42,263
             3                           75                   $36,696                     $42,263
             4                           90                   $44,036                     $44,036
      On completion              Salary Point 4.0             $48,928                     $48,928


From the first full pay period commencing 24 months following the date of lodgement

                                       Rate                                           Adult Apprentice
        Trade Year                                       Apprentice Rates
                                 (% of Sal. Pt. 4.0)                                       Rates
             1                           40                   $20,452                     $44,165
             2                           55                   $28,122                     $44,165
             3                           75                   $38,348                     $44,165
             4                           90                   $46,017                     $46,017
      On completion              Salary Point 4.0             $51,130                     $51,130




                                                                                                         79
     SCHEDULE 1                 ERGON ENERGY SALARIES CONTINUED




     ADMINISTRATION TRAINEE SALARIES

     Trainees Administration (Administrative Stream)


     From the first full pay period commencing on or after lodgement

                                          Rate             Administration Trainee      Adult Administration
               Stage
                                    (% of Sal. Pt. 4.0)            Rates                  Trainee Rates
         First six (6) months              40%                     $18,729                   $40,443
        Second six (6) months              55%                     $25,752                   $40,443
           On completion             Salary Point 4.0              $46,821                   $46,821


     From the first full pay period commencing 12 months following the date of lodgement

                                          Rate             Administration Trainee      Adult Administration
               Stage
                                    (% of Sal. Pt. 4.0)            Rates                  Trainee Rates
         First six (6) months              40%                     $19,572                   $42,263
        Second six (6) months              55%                     $26,911                   $42,263
           On completion             Salary Point 4.0              $48,928                   $48,928


     From the first full pay period commencing 24 months following the date of lodgement

                                          Rate             Administration Trainee      Adult Administration
               Stage
                                    (% of Sal. Pt. 4.0)            Rates                  Trainee Rates
         First six (6) months              40%                     $20,452                   $44,165
        Second six (6) months              55%                     $28,122                   $44,165
           On completion             Salary Point 4.0              $51,130                   $51,130




80
PARAPROFESSIONAL ADMINISTRATION TRAINEE SALARIES

Trainees Paraprofessional (Administrative Stream)


From the first full pay period commencing on or after lodgement

                                                         Paraprofessional        Adult Paraprofessional
                                    Rate
       Stage/Year                                        (Administration)           (Administration)
                              (% of Sal. Pt. 5.2)
                                                          Trainee Rates              Trainee Rates
            1                        40%                      $20,592                   $40,443
            2                        55%                      $28,314                   $40,443
            3                        75%                      $38,610                   $40,443
            4                        90%                      $46,332                   $46,332
      On completion            Salary Point 5.2               $51,480                   $51,480


From the first full pay period commencing 12 months following the date of lodgement

                                                         Paraprofessional        Adult Paraprofessional
                                    Rate
       Stage/Year                                        (Administration)           (Administration)
                              (% of Sal. Pt. 5.2)
                                                          Trainee Rates              Trainee Rates
            1                        40%                      $21,519                   $42,263
            2                        55%                      $29,589                   $42,263
            3                        75%                      $40,348                   $42,263
            4                        90%                      $48,418                   $48,418
      On completion            Salary Point 5.2               $53,797                   $53,797


From the first full pay period commencing 24 months following the date of lodgement

                                                         Paraprofessional        Adult Paraprofessional
                                    Rate
       Stage/Year                                        (Administration)           (Administration)
                              (% of Sal. Pt. 5.2)
                                                          Trainee Rates              Trainee Rates
            1                         40                      $22,408                   $44,165
            2                         55                      $30,920                   $44,165
            3                         75                      $42,164                   $44,165
            4                         90                      $50,597                   $50,597
      On completion            Salary Point 5.2               $56,218                    $56218




                                                                                                          81
     SCHEDULE 1             ERGON ENERGY SALARIES CONTINUED




     PARAPROFESSIONAL TECHNICAL TRAINEES SALARIES

     Trainees Paraprofessional (Technical Stream)


     From the first full pay period commencing on or after lodgement

                                                              Paraprofessional        Adult Paraprofessional
                                         Rate
            Stage/Year                                           (Technical)                (Technical)
                                   (% of Sal. Pt. 7.0)
                                                               Trainee Rates              Trainee Rates
                 1                        40%                      $22,084                  $40,443
                 2                        55%                      $30,366                  $40,443
                 3                        75%                      $41,408                  $41,408
                 4                  Salary Point 4.0               $46,821                  $46,821
                 5                  Salary Point 5.2               $51,480                  $51,480
                 6                  Salary Point 6.0               $52,411                  $52,411
           On completion            Salary Point 7.0               $55,210                  $55,210


     From the first full pay period commencing 12 months following the date of lodgement

                                                              Paraprofessional        Adult Paraprofessional
                                         Rate
            Stage/Year                                           (Technical)                (Technical)
                                   (% of Sal. Pt. 7.0)
                                                               Trainee Rates              Trainee Rates
                 1                        40%                      $23,078                  $42,263
                 2                        55%                      $31,733                  $42,263
                 3                        75%                      $43,272                  $43,272
                 4                  Salary Point 4.0               $48,928                  $48,928
                 5                  Salary Point 5.2               $53,797                  $53,797
                 6                  Salary Point 6.0               $54,770                  $54,770
           On completion            Salary Point 7.0               $57,695                  $57,695


     From the first full pay period commencing 24 months following the date of lodgement

                                                              Paraprofessional        Adult Paraprofessional
                                         Rate
            Stage/Year                                           (Technical)                (Technical)
                                   (% of Sal. Pt. 7.0)
                                                               Trainee Rates              Trainee Rates
                 1                         40                      $24,117                  $44,165
                 2                         55                      $33,161                  $44,165
                 3                         75                      $45,219                  $45,219
                 4                  Salary Point 4.0               $51,130                  $51,130
                 5                  Salary Point 5.2               $56,218                  $56,218
                 6                  Salary Point 6.0               $57,235                  $57,235
           On completion            Salary Point 7.0               $60,292                  $60,292


82
SCHEDULE 2             RATE REFERENCE




TECHNICAL STREAM

The Rate Reference for the Technical Stream incorporates the EDSD Allowance (as applicable) and annual
wage adjustments and will be used for the calculation of payments for Overtime, Personal Leave, Annual
Leave, Long Service Leave, Completion of Term Payment, Superannuation and Retrenchment Payments
unless otherwise stated.

Power Worker

                                                       Rates from the first full   Rates from the first full
                           Rates from the first full
         Salary                                        pay period commencing       pay period commencing
                           pay period commencing
         Point                                         12 months following the     24 months following the
                            on or after lodgement
                                                          date of lodgement           date of lodgement
           0.0                     $45,260                     $47,292                     $49,443
           1.0                     $45,552                     $47,598                     $49,763
           1.1                     $45,808                     $47,865                     $50,042
           1.2                     $46,062                     $48,131                     $50,320
           1.3                     $46,312                     $48,392                     $50,593
           1.4                     $46,568                     $48,659                     $50,872
           1.5                     $46,819                     $48,922                     $51,147
           1.6                     $47,075                     $49,189                     $51,426
           1.7                     $47,329                     $49,455                     $51,704
           2.0                     $47,579                     $49,716                     $51,976
           2.1                     $47,835                     $49,983                     $52,255
           2.2                     $48,086                     $50,246                     $52,530
           2.3                     $48,342                     $50,513                     $52,809
           2.4                     $48,592                     $50,774                     $53,082
           2.5                     $48,847                     $51,041                     $53,361
           2.6                     $49,104                     $51,309                     $53,641
           2.7                     $49,355                     $51,572                     $53,916
           3.0                     $49,606                     $51,834                     $54,190
           3.1                     $49,865                     $52,105                     $54,473
           3.2                     $50,114                     $52,365                     $54,745
           3.3                     $50,369                     $52,631                     $55,023
           3.4                     $50,621                     $52,895                     $55,298
           3.5                     $50,877                     $53,162                     $55,577
           3.6                     $51,131                     $53,428                     $55,855
           3.7                     $51,383                     $53,691                     $56,130
           4.0                     $51,638                     $53,957                     $56,408
           4.1                     $52,570                     $54,931                     $57,426
           4.2                     $53,499                     $55,902                     $58,441
           5.0                     $54,433                     $56,878                     $59,461
           5.1                     $55,366                     $57,853                     $60,480
           5.2                     $56,297                     $58,826                     $61,496


                                                                                                               83
     SCHEDULE 2             RATE REFERENCE CONTINUED




     Technical Service Person

                                                            Rates from the first full   Rates from the first full
                                Rates from the first full
              Salary                                        pay period commencing       pay period commencing
                                pay period commencing
              Point                                         12 months following the     24 months following the
                                 on or after lodgement
                                                               date of lodgement           date of lodgement
                4.0                     $53,702                     $56,111                     $58,670
                4.1                     $54,634                     $57,085                     $59,688
                4.2                     $55,563                     $58,056                     $60,703
                5.0                     $56,497                     $59,032                     $61,723
                5.1                     $57,430                     $60,007                     $62,742
                5.2                     $58,361                     $60,980                     $63,758
                6.0                     $59,292                     $61,953                     $64,775
                6.1                     $60,227                     $62,930                     $65,796
                6.2                     $61,155                     $63,900                     $66,810
                7.0                     $62,091                     $64,878                     $67,832
                7.1                     $63,021                     $65,850                     $68,848
                7.2                     $63,953                     $66,824                     $69,865
                8.0                     $64,887                     $67,800                     $70,885
                8.1                     $65,819                     $68,774                     $71,903
                8.2                     $66,754                     $69,751                     $72,924
                9.0                     $67,683                     $70,722                     $73,939
                9.1                     $68,617                     $71,698                     $74,959
                9.2                     $69,549                     $72,672                     $75,977
                9.3                     $70,480                     $73,644                     $76,992

     Electrical System Designer/ Advisor

                                                            Rates from the first full   Rates from the first full
                                Rates from the first full
              Salary                                        pay period commencing       pay period commencing
                                pay period commencing
              Point                                         12 months following the     24 months following the
                                 on or after lodgement
                                                               date of lodgement           date of lodgement
                5.0                     $56,497                     $59,032                     $61,723
                5.1                     $57,430                     $60,007                     $62,742
                5.2                     $58,361                     $60,980                     $63,758
                6.0                     $59,292                     $61,953                     $64,775
                6.1                     $60,227                     $62,930                     $65,796
                6.2                     $61,155                     $63,900                     $66,810
                7.0                     $62,091                     $64,878                     $67,832
                7.1                     $63,021                     $65,850                     $68,848
                7.2                     $63,953                     $66,824                     $69,865
                8.0                     $64,887                     $67,800                     $70,885
                8.1                     $65,819                     $68,774                     $71,903
                8.2                     $66,754                     $69,751                     $72,924

84
             9.0           $67,683                     $70,722                     $73,939
             9.1           $68,617                     $71,698                     $74,959
             9.2           $69,549                     $72,672                     $75,977
             9.3           $70,480                     $73,644                     $76,992
         10.0              $71,417                     $74,624                     $78,016
         10.1              $72,345                     $75,593                     $79,029
         10.2              $73,278                     $76,568                     $80,048
         10.3              $74,211                     $77,543                     $81,067

Supervisor

                                               Rates from the first full   Rates from the first full
                   Rates from the first full
         Salary                                pay period commencing       pay period commencing
                   pay period commencing
         Point                                 12 months following the     24 months following the
                    on or after lodgement
                                                  date of lodgement           date of lodgement
             6.0          $59,292                     $61,953                     $64,775
             6.1          $60,227                     $62,930                     $65,796
             6.2          $61,155                     $63,900                     $66,810
             7.0          $62,091                     $64,878                     $67,832
             7.1          $63,021                     $65,850                     $68,848
             7.2          $63,953                     $66,824                     $69,865
             8.0          $64,887                     $67,800                     $70,885
             8.1          $65,819                     $68,774                     $71,903
             8.2          $66,754                     $69,751                     $72,924
             9.0          $67,683                     $70,722                     $73,939
             9.1          $68,617                     $71,698                     $74,959
             9.2          $69,549                     $72,672                     $75,977
             9.3          $70,480                     $73,644                     $76,992
         10.0             $71,417                     $74,624                     $78,016
         10.1             $72,345                     $75,593                     $79,029
         10.2             $73,278                     $76,568                     $80,048
         10.3             $74,211                     $77,543                     $81,067
         11.0             $74,673                     $78,026                     $81,571
         11.1             $75,725                     $79,125                     $82,720
         11.2             $76,777                     $80,225                     $83,869
         11.3             $77,831                     $81,326                     $85,020
         11.4             $78,881                     $82,424                     $86,167
         11.5             $79,935                     $83,525                     $87,318
         12.0             $80,988                     $84,625                     $88,467
         12.1             $82,042                     $85,727                     $89,619
         12.2             $83,089                     $86,821                     $90,762
         12.3             $84,143                     $87,922                     $91,913


                                                                                                       85
     SCHEDULE 2             RATE REFERENCE CONTINUED




     Supervisor Continued

              12.4                  $85,196                     $89,023                     $93,063
              12.5                  $86,251                     $90,125                     $94,215

     Para-Professional

                                                         Rates from the first full   Rates from the first full
                             Rates from the first full
              Salary                                     pay period commencing       pay period commencing
                             pay period commencing
              Point                                      12 months following the     24 months following the
                              on or after lodgement
                                                            date of lodgement           date of lodgement
                5.0                 $56,497                     $59,032                     $61,723
                5.1                 $57,430                     $60,007                     $62,742
                5.2                 $58,361                     $60,980                     $63,758
                6.0                 $59,292                     $61,953                     $64,775
                6.1                 $60,227                     $62,930                     $65,796
                6.2                 $61,155                     $63,900                     $66,810
                7.0                 $62,091                     $64,878                     $67,832
                7.1                 $63,021                     $65,850                     $68,848
                7.2                 $63,953                     $66,824                     $69,865
                8.0                 $64,887                     $67,800                     $70,885
                8.1                 $65,819                     $68,774                     $71,903
                8.2                 $66,754                     $69,751                     $72,924
                9.0                 $67,683                     $70,722                     $73,939
                9.1                 $68,617                     $71,698                     $74,959
                9.2                 $69,549                     $72,672                     $75,977
                9.3                 $70,480                     $73,644                     $76,992
               10.0                 $71,417                     $74,624                     $78,016
               10.1                 $72,345                     $75,593                     $79,029
               10.2                 $73,278                     $76,568                     $80,048
               10.3                 $74,211                     $77,543                     $81,067
               11.0                 $74,673                     $78,026                     $81,571
               11.1                 $75,725                     $79,125                     $82,720
               11.2                 $76,777                     $80,225                     $83,869
               11.3                 $77,831                     $81,326                     $85,020
               11.4                 $78,881                     $82,424                     $86,167
               11.5                 $79,935                     $83,525                     $87,318
               12.0                 $80,988                     $84,625                     $88,467
               12.1                 $82,042                     $85,727                     $89,619
               12.2                 $83,089                     $86,821                     $90,762
               12.3                 $84,143                     $87,922                     $91,913
               12.4                 $85,196                     $89,023                     $93,063
               12.5                 $86,251                     $90,125                     $94,215
               13.0                 $87,300                     $91,221                     $95,360
86             13.1                 $89,049                     $93,049                     $97,270
           13.2                        $90,797                  $94,876                     $99,180
           13.3                        $92,546                  $96,703                    $101,089

System Operator
(Includes applicable shift loading)

                                                         Rates from the first full   Rates from the first full
                             Rates from the first full
          Salary                                         pay period commencing       pay period commencing
                             pay period commencing
          Point                                          12 months following the     24 months following the
                              on or after lodgement
                                                            date of lodgement           date of lodgement
           10.3                        $93,064                  $97,244                    $101,655
           11.0                        $93,655                  $97,863                    $102,300
           11.1                        $95,002                  $99,269                    $103,771
           11.2                        $96,348                 $100,677                    $105,242
           11.3                        $97,697                 $102,087                    $106,715
           11.4                        $99,041                 $103,492                    $108,183
           11.5                       $100,391                 $104,901                    $109,656
           12.0                       $111,372                 $116,377                    $121,648
           12.1                       $112,859                 $117,931                    $123,272
           12.2                       $114,335                 $119,473                    $124,884
           12.3                       $115,821                 $121,025                    $126,506
           12.4                       $117,306                 $122,578                    $128,128
           12.5                       $118,793                 $124,132                    $129,752

2.2 ADMINISTRATIVE STREAM AND PROFESSIONAL & MANAGERIAL STREAM

The Rate Reference for the Administrative Stream and the Professional & Managerial Stream incorporates
the EDSD Payment (as applicable) and will be used for the calculation of payments for Overtime, Personal
Leave, Annual Leave, Long Service Leave, Completion of Term Payment, Superannuation and Retrenchment
Payments unless otherwise stated.

Administrative Employee

                                                         Rates from the first full   Rates from the first full
                             Rates from the first full
          Salary                                         pay period commencing       pay period commencing
                             pay period commencing
          Point                                          12 months following the     24 months following the
                              on or after lodgement
                                                            date of lodgement           date of lodgement
            0.0                        $41,688                  $43,755                     $45,906
            1.0                        $41,980                  $44,061                     $46,226
            1.1                        $42,236                  $44,328                     $46,505
            1.2                        $42,490                  $44,594                     $46,783
            1.3                        $42,740                  $44,855                     $47,056
            1.4                        $42,996                  $45,122                     $47,335
            1.5                        $43,247                  $45,385                     $47,610
            1.6                        $43,503                  $45,652                     $47,889
            1.7                        $43,757                  $45,918                     $48,167
            2.0                        $44,007                  $46,179                     $48,439
                                                                                                                 87
     SCHEDULE 2           RATE REFERENCE CONTINUED




     Administrative Employee Continued

               2.1                  $44,263   $46,446   $48,718
               2.2                  $44,514   $46,709   $48,993
               2.3                  $44,770   $46,976   $49,272
               2.4                  $45,020   $47,237   $49,545
               2.5                  $45,275   $47,504   $49,824
               2.6                  $45,532   $47,772   $50,104
               2.7                  $45,783   $48,035   $50,379
               3.0                  $46,034   $48,297   $50,653
               3.1                  $46,293   $48,568   $50,936
               3.2                  $46,542   $48,828   $51,208
               3.3                  $46,797   $49,094   $51,486
               3.4                  $47,049   $49,358   $51,761
               3.5                  $47,305   $49,625   $52,040
               3.6                  $47,559   $49,891   $52,318
               3.7                  $47,811   $50,154   $52,593
               4.0                  $48,066   $50,420   $52,871
               4.1                  $48,998   $51,394   $53,889
               4.2                  $49,927   $52,365   $54,904
               5.0                  $50,861   $53,341   $55,924
               5.1                  $51,794   $54,316   $56,943
               5.2                  $52,725   $55,289   $57,959
               6.0                  $53,656   $56,262   $58,976
               6.1                  $54,591   $57,239   $59,997
               6.2                  $55,519   $58,209   $61,011
               7.0                  $56,455   $59,187   $62,033
               7.1                  $57,385   $60,159   $63,049
               7.2                  $58,317   $61,133   $64,066
               8.0                  $59,251   $62,109   $65,086
               8.1                  $60,183   $63,083   $66,104
               8.2                  $61,118   $64,060   $67,125
               9.0                  $62,047   $65,031   $68,140
               9.1                  $62,981   $66,007   $69,160
               9.2                  $63,913   $66,981   $70,178
               9.3                  $64,844   $67,953   $71,193
              10.0                  $65,781   $68,933   $72,217
              10.1                  $66,709   $69,902   $73,230
              10.2                  $67,642   $70,877   $74,249
              10.3                  $68,575   $71,852   $75,268
              11.0                  $69,037   $72,335   $75,772
              11.1                  $70,089   $73,434   $76,921
              11.2                  $71,141   $74,534   $78,070
88
         11.3                      $72,195                     $75,635                     $79,221
         11.4                      $73,245                     $76,733                     $80,368
         11.5                      $74,299                     $77,834                     $81,519
         12.0                      $75,352                     $78,934                     $82,668
         12.1                      $76,406                     $80,036                     $83,820
         12.2                      $77,453                     $81,130                     $84,963
         12.3                      $78,507                     $82,231                     $86,114
         12.4                      $79,560                     $83,332                     $87,264
         12.5                      $80,615                     $84,434                     $88,416
         13.0                      $81,664                     $85,530                     $89,561
         13.1                      $83,413                     $87,358                     $91,471
         13.2                      $85,161                     $89,185                     $93,381
         13.3                      $86,910                     $91,012                     $95,290
         14.0                      $88,656                     $92,837                     $97,197
         14.1                      $90,406                     $94,666                     $99,108
         14.2                      $92,150                     $96,488                    $101,012
         14.3                      $93,897                     $98,314                    $102,920

Professional & Managerial

                                                        Rates from the first full   Rates from the first full
                            Rates from the first full
         Salary                                         pay period commencing       pay period commencing
                            pay period commencing
         Point                                          12 months following the     24 months following the
                             on or after lodgement
                                                           date of lodgement           date of lodgement
          6.2                       $55,519                     $58,209                     $61,011
          7.0                       $56,455                     $59,187                     $62,033
          7.1                       $57,385                     $60,159                     $63,049
          7.2                       $58,317                     $61,133                     $64,066
          8.0                       $59,251                     $62,109                     $65,086
          8.1                       $60,183                     $63,083                     $66,104
          8.2                       $61,118                     $64,060                     $67,125
          9.0                       $62,047                     $65,031                     $68,140
          9.1                       $62,981                     $66,007                     $69,160
          9.2                       $63,913                     $66,981                     $70,178
          9.3                       $64,844                     $67,953                     $71,193
         10.0                       $65,781                     $68,933                     $72,217
         10.1                       $66,709                     $69,902                     $73,230
         10.2                       $67,642                     $70,877                     $74,249
         10.3                       $68,575                     $71,852                     $75,268
         11.0                       $69,037                     $72,335                     $75,772
         11.1                       $70,089                     $73,434                     $76,921
         11.2                       $71,141                     $74,534                     $78,070
         11.3                       $72,195                     $75,635                     $79,221

                                                                                                                89
     SCHEDULE 2            RATE REFERENCE CONTINUED




     Professional & Managerial Continued

              11.4                   $73,245    $76,733    $80,368
              11.5                   $74,299    $77,834    $81,519
              12.0                   $75,352    $78,934    $82,668
              12.1                   $76,406    $80,036    $83,820
              12.2                   $77,453    $81,130    $84,963
              12.3                   $78,507    $82,231    $86,114
              12.4                   $79,560    $83,332    $87,264
              12.5                   $80,615    $84,434    $88,416
              13.0                   $81,664    $85,530    $89,561
              13.1                   $83,413    $87,358    $91,471
              13.2                   $85,161    $89,185    $93,381
              13.3                   $86,910    $91,012    $95,290
              14.0                   $88,656    $92,837    $97,197
              14.1                   $90,406    $94,666    $99,108
              14.2                   $92,150    $96,488   $101,012
              14.3                   $93,897    $98,314   $102,920
              15.0                   $95,648   $100,144   $104,833
              15.1                   $97,590   $102,173   $106,953
              15.2                   $99,533   $104,203   $109,074
              15.3                  $101,475   $106,233   $111,196
              15.4                  $103,414   $108,259   $113,313
              15.5                  $105,358   $110,291   $115,436
              16.0                  $107,297   $112,317   $117,554
              16.1                  $109,436   $114,552   $119,889
              16.2                  $111,570   $116,782   $122,220
              16.3                  $113,708   $119,016   $124,554
              16.4                  $115,844   $121,248   $126,887
              16.5                  $117,979   $123,480   $129,219




90
SCHEDULE 3               REDUNDANCY PROVISIONS




1. APPLICATION

Subject to the following terms and conditions, this Schedule will apply to all employees of Ergon Energy, who
are employed on the following basis:
    Full time; or
    Part time

2. EXCLUSIONS

The provisions of this Schedule will not apply to an employee who:
   Is engaged on a Fixed Term or Specified Task arrangement;
   Is an apprentice or a trainee under a traineeship;
   Does not have one year’s continuous service;
   Unreasonably refuses an offer of suitable alternative employment within a fifty kilometre (50km) radius of
   their original work location;
   Terminates employment during the period of notice given under this Schedule, without Ergon Energy’s
   prior approval, unless the approval is unreasonably withheld;
   Is terminated for neglect of duty or serious misconduct warranting summary dismissal;
   Is specifically excluded by any section of this Schedule.

3. OBJECTIVES

The objectives of this Schedule are to:
   Provide sufficient flexibility to effectively address workforce issues arising from the rationalisation of
   operations and services from time to time within Ergon Energy, the changing nature of work and/or the
   rapidly changing environment within which Ergon Energy operates.
   Address these issues in an equitable fashion that supports Ergon Energy meeting the shareholders and
   the public’s expectations for long term sustainable returns on their investments in this business.
   Maintain employees in employment within Ergon Energy wherever possible.
   Give preference to redeployment and Voluntary Retrenchment where appropriate.
   Provide financial assistance to employees who accept transfers to other locations within Ergon Energy.
   Pay monetary compensation to employees for whom suitable alternative employment cannot be found
   and whose employment is to be terminated.
   Ensure that the process outlined in this Schedule does not discriminate on the basis of sex, sexual
   preference, marital status, pregnancy, family responsibilities, age, race, colour, national origin,
   impairment, trade union activity, political conviction or on any other ground outlined by all and any
   relevant legislation.

4. DEFINITIONS

“Redundancy” occurs when Ergon Energy identifies that the need for work of a particular kind has
substantially diminished or ceased.

For the purpose of this definition redundancy may occur where changed circumstances or work practices
affecting the efficient and economical working of the enterprise will normally highlight where redundancies
will occur. Employees will be considered for retrenchment / redeployment on the basis of merit, equity,
skills, competencies and length of service where a position is declared redundant.

“Base rate of Pay” The Base Rate of pay for the purposes of this Schedule will include (if applicable):
   Rates as determined in the Salary Schedule of this Agreement;

                                                                                                                91
     SCHEDULE 3              REDUNDANCY PROVISIONS CONTINUED




        Allowances for skills on a weekly basis;
        Substation and Test Allowance on a weekly basis;
        Locality Allowance on a weekly basis;
        Any other All Purpose Allowance; and
        Annualised rate including applicable loadings for employees on Alternative Employment Arrangements
        including Individual Employment Arrangements (IEA’s) and Aggregated Arrangements applicable to
        System Operators.

     For employees not on annualised or aggregated rates, the Base Rate of pay excludes overtime, shift loadings
     and weekend penalty rates.

     5. LENGTH OF SERVICE

     The completed years of service is calculated by determining the period between the employee’s industry start
     date (as recognised by Ergon Energy) and the employee’s termination date.
     If an employee is working, or has worked a period of part time employment, that employee’s length of service
     will be calculated to recognise the actual hours of part time employment.

     6. CONSULTATION

     Where it appears that a position or positions are likely to become redundant, and prior to formal redundancy
     notices being issued to affected employee/s, Ergon Energy will provide all relevant details to the relevant
     Nominated Employee Representative/s at the earliest possible time. These details will include:
         The reasons for the position or positions becoming redundant; and
         The number, location and other details of the redundant positions.

     Ergon Energy will arrange discussions to take place with the relevant Nominated Employee Representative/s,
     which will include:
        The method of identifying positions as redundant, having regard to the efficient and economical working
        of Ergon Energy;
        Advice and the timing of that advice to the employees;
        The appropriateness of using voluntary retrenchment; and
        Redeployment options.

     7. PERIOD OF NOTICE

     An employee will receive formal written notification where their position is identified as redundant at
     least six (6) months prior to the event occurring. Notification will also be given to the relevant Nominated
     Employee Representative. During that time Ergon Energy will take all reasonable steps to determine what
     other suitable alternative employment exists within Ergon Energy that are suitable for redeployment, and
     that enable the organisation to best utilise the skills of the employee. Redeployment may take the form of
     permanent, temporary, or project work.

     8. EARLY SEPARATION INCENTIVE PAYMENT (ESIP)

     Employees will have the option to apply for an ESIP which is designed to enable employees to elect to
     leave the service of Ergon Energy. Employees who express interest in participating in the ESIP scheme
     will be required to submit an application within fourteen (14) calendar days upon receipt of Ergon Energy’s
     formal written notification of redundancies. Approval of ESIP is at the discretion of Ergon Energy. Some
     applications may have to be refused or delayed by Ergon Energy if acceptance would be detrimental to its
     operations. To remain eligible for ESIP, employees must terminate their employment within fourteen (14)


92
calendar days (unless a longer period is agreed at the discretion of Ergon Energy) upon receipt of approval
of their ESIP application. ESIP consists of thirteen (13) weeks incentive payment in addition to all other
payments that may comprise a retrenchment package. This incentive payment will be calculated at the Base
Rate of pay as defined in this Schedule.

9. VOLUNTARY RETRENCHMENT

The purpose of this section is to enable eligible employees to apply for voluntary retrenchment. Employees
whose offer of voluntary retrenchment is accepted will be entitled to receive all eligible retrenchment
benefits upon termination in accordance with this Agreement. The call for voluntary retrenchments may be
made after the need for work of a particular kind has substantially diminished or ceased.

Ergon Energy will provide the relevant Nominated Employee Representatives notification on a monthly basis,
of the number of voluntary redundancies, region and classification, post the event.

10. REDEPLOYMENT

Following the consultative steps detailed in Clause 6 of this Schedule, all efforts will be made to find suitable
alternative employment for employees whose positions are declared redundant. Each affected employee
will be individually interviewed to determine what options may exist for the management of that employee’s
future.

Where an employee is redeployed they will retain their Base Rate of pay prior to redeployment as a minimum.
This will not include shift loadings unless applicable to the redeployed position.

Where applicable, payment of redeployment expenses will be in accordance with Ergon Energy’s Relocation
Policy applying at the time.

Redeployed employees will be eligible for retrenchment benefits if it is found within three (3) months by
either themselves or Ergon Energy, that the alternative position is unsatisfactory.

11. RETRENCHMENT BENEFITS

An employee who is retrenched will be entitled to the following:
    An Ex-gratia Retrenchment Payment of three (3) weeks at the Base Rate of pay per year of service,
    together with a proportionate amount for an incomplete year of service. The minimum and maximum
    retrenchment payment will be three (3) weeks and seventy five (75) weeks respectively. If an employee is
    working, or has worked a period of part time employment or job share arrangement, the Retrenchment
    Payment will be calculated on a pro-rata basis to include the period of part time employment or job share
    arrangement.
    An Early Separation Incentive Payment (ESIP) of thirteen (13) weeks will be paid where applicable.
    An Annual Leave Payment for annual leave includes an employee’s accumulated balance as well as the
    pro-rata balance. Pro-rata annual leave is paid to the date of termination.
    A Long Service Leave Payment of 1.3 weeks of Base Rate of pay for each completed year of service will
    be made. Pro-rata Long Service Leave will be paid for an incomplete year of service up to the date of
    termination. Any Long Service Leave already taken will be deducted.
    Any approved and documented Time off in Lieu (TOIL) balances will be paid out at the Base Rate
    applicable at the date of termination.
    An Income Protection Insurance Policy that covers loss of earnings due to illness in the twelve (12)
    months immediately following retrenchment. This policy will be subject to market accessibility and in
    accordance with the terms outlined in the Income Protection Insurance Policy. This policy will be limited
    to a period of one (1) year.


                                                                                                                    93
     SCHEDULE 3              REDUNDANCY PROVISIONS CONTINUED




     12. GENERAL

     A Retrenchment Benefit is compensation for loss of job tenure and it is not a resignation benefit.
     The relevant manager may approve leave with pay for affected employees to attend personal employment
     interviews.

     Each affected employee will be provided with a statement showing the calculation of an estimate of the
     Retrenchment Payment prior to retrenchment.

     Assistance will be given for employees to access relevant support providers who may include financial
     advisers, employee assistance counsellors, outplacement services and access to agreed training providers.
     Reasonable expenses associated with these services may be reimbursed by Ergon Energy.




94
SCHEDULE 4               CLASSIFICATION STRUCTURE




Classifications - Transmission and Supply

The classification definitions in this Agreement recognise the following three (3) broad streams:

1. Administrative
2. Technical
3. Professional/Managerial

Administrative Stream

The Administrative stream will include employees engaged in:

   Clerical; and
   Administrative tasks.

Definitions contained in this stream recognise that Administrative employees will be engaged in broad
disciplines including:

   Personnel,
   Industrial Relations,
   Computing,
   Administration,
   Logistics (Materials Supply),
   Finance,
   Sales; and
   Marketing.

In the Administrative stream, adult employees not employed in formal traineeships will be given the
opportunity to train to minimum Salary Level 5.1 on the basis of skills acquired and required to be used
which are assessed annually.

Technical Stream

The Technical stream incorporates two (2) broad vocational fields:

1. Power Workers; and
2. Technical Employees.

Power Worker includes but is not restricted to employees primarily engaged in work assisting
tradespersons, store work, general labouring and cleaning duties, plant vehicle and/or equipment operation
and rigging or scaffolding.

Each new employee engaged at Power Worker Level 1 will be given the opportunity to train to a minimum
skill level of Power Worker Level 2 (Salary Level 2.0).

An employee will be given the opportunity to complete such training within three (3) years of appointment.
Approved Training Plans may be developed to Power Worker Level 5.

Technical Employee includes employees who possess as a minimum qualification, a trades certificate or
certificate of competency (as defined in the Electricity Act) and are engaged in the broad trade disciplines as
defined;

                                                                                                                  95
     SCHEDULE 4               CLASSIFICATION STRUCTURE CONTINUED




     Employees primarily engaged on, but not restricted to, work in Engineering, Science, Other Technical, and
     Supervisory functions.

     Each tradesperson in this stream will be given the opportunity to train to a minimum skill level of Technical
     Employee Level 2 (Salary Point 5.1).

     The tradesperson will be given the opportunity to complete such training within three (3) years of
     appointment.

     Apprentices and trainee linespersons/jointers will be given the opportunity to complete such training within
     two (2) years of appointment.

     Each employee engaged in the Engineering/Science/Other Technical discipline will be given the opportunity
     to train to a minimum skill level of Technical Employee Level 3 (Salary Point 8.0).

     Trade Disciplines

     The definitions recognise that tradespersons will be engaged in the following five (5) broad disciplines:

     1. Electrical/Electronic: Including the design, assembly, manufacture, installation, modification, testing,
        fault finding, commissioning, maintenance and service of all electrical and electronic devices, systems
        equipment and controls, e.g. electric wiring, motors, generators, programmable logic controllers
        and other electronic controls, instruments, refrigeration, telecommunications, radio and television,
        communication and information processing equipment, and automotive electrics;

     2. Power Distribution: Including the design, construction, installation, modification, testing, faultfinding
        commissioning, maintenance and service of underground and overhead power distribution/transmission
        systems, equipment and controls;

     3. Mechanical: Including the design, assembly, manufacture, installation modification, testing, fault finding,
        commissioning, maintenance and service of all mechanical equipment, machinery, fluid power systems,
        automotive mechanics, instruments, refrigeration and the use of related computer controlled equipment,
        e.g. computer numeric controlled machine tools;

     4. Fabrication/Vehicle building: Including fabrication, forging, founding, structural steel erection,
        electroplating, metal spinning, metal polishing, sheet metal work, and the use of related computer
        controlled equipment. This includes fabrication in all metals, plastic, carbon fibre, composite materials,
        ceramics and other material;

     5. Building Services: Includes carpentry, plumbing, painting, and other related fields.

     Tasks which an employee may perform are subject to the employee having the appropriate Trade and Post
     Trade Training to enable the employee to perform the particular tasks.

     Engineering/Science/System Control Operator/Other Technical and Supervisory

     The definitions also recognise three (3) additional broad disciplines within the Technical stream.

     Engineering/Science/Other Technical will include employees who possess as a minimum qualification, an
     appropriate Associate Diploma or equivalent and who are:




96
   Responsible for using their Engineering/Science/Other Technical skills and judgement in a range
   of engineering, scientific, occupational health or engineering surveying functions including design,
   drafting, graphics, planning, research, quality process, cost estimating, construction, survey, property
   assessment, laboratory research and testing, manufacture, diagnostics, communications, computers,
   operation of complex equipment, maintenance, standards, testing, inspection, supervision, budgeting,
   scheduling, data recording, data analysis, reporting, calculations, project co-ordination, administrative
   functions, and technical management;
   Responsible for the provision of technical advice and services to domestic, commercial, rural and
   industrial consumers on effective utilisation of electricity.

Supervisory will include employees primarily involved in supervising, co-ordination and training activities,
including employees who are:

   Responsible for the work of other employees and/or provision of on-the-job training and/or technical
   guidance;
   Responsible for the supervision and/or training of other supervisors or trainers;
   Responsible for the supervision and/or inspection of work projects and construction.

System Control Operators

System Control Operators are employees directly engaged in the control and operation of electricity
transmission and or electricity distribution systems from designated Control Centres:

   These employees will be engaged in tasks including but not limited to monitoring, operating and non-
   technical maintenance of plant and equipment, and training, supervising and coordinating for the above.
   Each employee in this field may progress through the acquisition of skills in accordance with an Approved
   Training Plan.
   The parties agree to recognise internal training provided by Ergon Energy leading to an essential
   competency until such time as agreed Specific Accredited Training is available.

Professional/Managerial Stream

   Positions within the Professional/Managerial stream will require a degree qualification or equivalent, in a
   relevant field and/or may require registration by a Professional Board.
   Professional/Managerial employees will be required to provide professional advice, services and
   support in specialist fields of competence, and/or undertake management or supervision of part of the
   organisation.

Progression will depend upon the acquisition and use of additional skills/competencies. The rate of
progression will depend upon the individual acquiring and applying skills/competencies in accordance with
relevant Career Path criteria.

Definitions contained in this Stream recognise that Professional/Managerial employees will be engaged in
broad disciplines including Legal, Accounting, Architecture, Engineering, Computing, Chemistry, Economics,
Metallurgy, Psychology, Science, Surveying, Valuing, Managerial, Marketing and Employee/Industrial
Relations.

Competency standards

The Parties to this Agreement are committed to the development and implementation of relevant nationally
accredited training packages, or relevant Queensland training orders or other training as agreed by the Parties
from time to time.

                                                                                                                  97
     SCHEDULE 4              CLASSIFICATION STRUCTURE CONTINUED




     General Definitions

     Training Committee will mean the Training Committee is a group of Ergon Energy and Nominated Employee
     Representatives who have responsibility to provide guidelines and monitor training activities for Ergon
     Energy.

     Modules

     For the purposes of these definitions, a “module” will mean that amount of structured training (which
     may comprise either on and/or off the job components) which is recognised as equivalent by the parties.
     Unresolved grievances will be referred to the Training Committee for recommendation.

     Progression Rules

        Progression within the classification and/or salary structure may occur on one of the following bases:
        The acquisition of skills in accordance with an approved training plan;
        Reclassification on the basis of the demonstration of skills acquired and required to be used;
        Appointment to a position with a higher classification.

     Approved Training Plans

     An Approved Training Plan (ATP) will be available to each employee who is in a classification where further
     progression is available through skills development. The mutual needs of Ergon Energy and its employees
     will be considered in respect of the development of approved training plans (ATPs) in order to provide the
     skills and competencies to meet work requirements.

     The plan will identify the training to be completed, the agreed time for undertaking and completing the
     training and any provisions or arrangements for training time or leave for training purposes.

     The plan will be developed and agreed by the employee and the employee’s supervisor.

     Approved Training Plans are to be developed in accordance with guidelines established by the Training
     Committee.

     Recognition of Employees Skills/Qualifications

     An employee may have prior work experience and/or current knowledge recognised as being equivalent to a
     qualification outlined in the classification structure. Such recognition may occur by the employee requesting
     assessment through the Competency Recognition Procedure. This procedure forms part of the agreed
     Implementation Guide.

     Recognition of an employee’s skills may occur on one (1) of the following bases:

        Where Competency Standards exist, the assessment will be carried out by testing against the
        Competency Standards using a formal Recognition of Prior Learning process;
        Where Competency Standards do not exist, Recognition of Prior Learning assessment will be carried out
        by testing against Interim Competency Levels or Learning Outcomes from training programs/ modules,
        recognised by the Training Committee for Agreement purposes.




98
Recognition of Other Factors

For the purposes of this Agreement, other relevant factors may be deemed to have a monetary value, in
addition to that provided through training.

Career Paths

Where career paths applicable to definitions in the Administrative, Technical, Professional and Managerial,
have already been agreed, or have already been filed with the Industrial Registrar prior to the making of
this Agreement or, are agreed to after the making of the Agreement, the Career Paths are to be used in
conjunction with the Agreement Classification definitions to resolve any dispute regarding an employee’s
classification. Career paths will be developed through the appropriate consultative mechanism involving
representatives of Ergon Energy, employees and the relevant Unions.

Schedule Classification Stream

A Administrative
B Technical
C Professional and Managerial

Career paths relate to a nominated stream and will outline how the Classification Structure and Definitions are
to be implemented.

Employees with Trade or Equivalent Certificate, plus an Associate Diploma

An employee who is required to possess a Trade Certificate or equivalent, plus an Associate Diploma will, as
a minimum, be classified at Salary Point 7.0.

Employees Without Relevant Work Experience

An employee who is required as a condition of employment to possess a particular level of academic
qualification, but who is without relevant work experience, will as a minimum enter the classification
structure at the following Salary Points:

Qualification Minimum Entry Point

   Certificate IV SALARY POINT 4.0
   Associate Diploma SALARY POINT 5.0
   3 Year Degree SALARY POINT 6.2
   4 Year Degree SALARY POINT 8.0

Note: A Paraprofessional, trained within a Paraprofessional Traineeship, will have a minimum entry Salary
Point of 5.2.

Definition of “Or Equivalent”

For the purposes of this Agreement the term “or equivalent”” means and includes, but is not limited to the
following: equivalent accredited training, competencies, skills, certification, or experience and such other
training or other factors as may be agreed between the Parties from time to time.




                                                                                                                  99
      SCHEDULE 4               CLASSIFICATION STRUCTURE CONTINUED




      Classification Definition - Administrative Stream

      Administrative Stream Classification Structure Outline

          Salary
                             Classification Level                            Training Requirements
          Point
           16.0
           15.0
           14.0      Administrative Employee Level 11       Associate Diploma + additional training or equivalent
           13.0      Administrative Employee Level 10       Associate Diploma + additional training or equivalent
           12.0      Administrative Employee Level 9        Associate Diploma + additional training or equivalent
           11.0      Administrative Employee Level 8        Associate Diploma or equivalent
           10.0      *                                      22 modules or equivalent
            9.0      Administrative Employee Level 7        Advanced Certificate or equivalent
            8.0      *                                      12 modules or equivalent
            7.0      Administrative Employee Level 6        9 modules or equivalent
            6.0      *                                      6 modules or equivalent
            5.0      Administrative Employee Level 5        3 modules or equivalent
            4.0      Administrative Employee Level 4        Certificate III or equivalent
            3.0      Administrative Employee Level 3        QTSC Certificate II or equivalent
            2.0      Administrative Employee Level 2        Certificate I or equivalent
            1.0      Administrative Employee Level 1(b)     Undertaking structured training towards a Certificate I
            0.0      Administrative Employee Level 1(a)     Induction Training

      *   Reference to Salary Points 6, 8, 10 are for explanation purposes only and are not to be treated as
          classifications for Agreement purposes.
          Progression and training beyond these Classification Levels are subject to relevant career path criteria.

      Administrative Employee - Level 1(a) (Salary Point 0.0)

      An Administrative Employee - Level 1(a) will mean an employee not elsewhere defined, who is undertaking
      structured training so as to enable the employee to perform duties associated with clerical functions.

      Such structured training will be completed within three (3) months of appointment to this level. An employee
      at this level works under direct supervision, and performs routine duties.

      Note: An Administrative Employee - Level 1(a) falls within the National Training Board Australian
      Qualifications Framework at Level 1.

      Administrative Employee - Level 1(b) (Salary Point 1.0)

      An Administrative Employee - Level 1(b) will mean an employee who is undertaking structured training
      towards a Certificate I or equivalent so as to enable the employee to perform work within the scope of this
      level.

      An employee at this level possesses competencies which enables the employee to:



100
   Perform routine, predictable, repetitive and proceduralised tasks;
   Exercise judgement within the employee’s level of skill and training;
   Work under direct supervision;
   Understand basic quality control/assurance procedures; and
   Understand and utilise basic literacy and numeracy skills, commensurate with the employee’s training,
   experience and responsibilities.

Note: An Administrative Employee - Level 1(b) falls within the National Training Board Australian
Qualifications Framework at Level 1.

Administrative employee - Level 2 (Salary Point 2.0)

An Administrative Employee - Level 2 will mean an employee who has completed a Certificate I or equivalent
so as to enable the employee to perform work within the scope of this level.

An employee at this level possesses competencies which enables the employee to:

   Provide clerical support within Sections/Departments;
   Be responsible for the quality of the employee’s own work;
   Work under routine supervision either individually or in a team environment;
   Exercise judgement within the employee’s level of skills and training;
   Assist new staff and trainers by providing guidance and advice;
   Work in conformity with established rules and/or guidelines; and
   Use writing, numeracy and equipment skills, commensurate with the employee’s training, experience
   and responsibilities.

Note: An Administrative Employee - Level 2 falls within the National Training Board Australian Qualifications
Framework at Level 2.

Administrative Employee - Level 3 (Salary Point 3.0)

An Administrative Employee - Level 3 will mean an employee who has completed a Certificate II, or
equivalent so as to enable the employee to perform work within the scope of this level.

An employee at this level possesses competencies which enables the employee to:

   Fulfil a general support function within the workplace;
   Understand relevant organisational structure, procedure and policy and exercise discretion although
   knowledge required to perform work is usually relative to precedents, guidelines, procedures,
   regulations and instructions;
   Assist in the provision of on-the-job training to a limited degree;
   Work under general supervision;
   Exercise appropriate keyboard skills (where relevant) at a level higher than an employee at Level 2; and
   Be responsible for ensuring the quality of the employee’s own work, commensurate with the employee’s
   training, experience and responsibilities.

Note: An Administrative employee - Level 3 falls within the National Training Board Australian Standards
Framework at Level 2.



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      SCHEDULE 4               CLASSIFICATION STRUCTURE CONTINUED




      Administrative Employee - Level 4 (Salary Point 4.0)

      An Administrative Employee - Level 4 will mean an employee who applies the skills acquired through the
      successful completion of a trade equivalent Certificate level qualification, a Certificate III or equivalent and is
      able to exercise the skills and knowledge of such certification and experience.

      An employee at this level possesses competencies which enables the employee to:

           Understand and apply quality systems and is able to inspect products and/or materials for conformity
           with established operational standards;
           Exercise good interpersonal communications skills;
           Exercise discretion within the scope of this level;
           Provide training and guidance as required;
           Perform work under general direction, either individually or in a team environment;
           Undertake a range of duties requiring judgement, liaison and communication within the organisation
           and other interested parties; and
           Perform planning and co-ordination of tasks as required, commensurate with the employees training,
           experience and responsibilities.

      Note: An Administrative Employee - Level 4 falls within the National Training Board Australian Qualifications
      Framework at Level 3.

      Administrative Employee - Level 5 (Salary Point 5.0)

      An Administrative Employee - Level 5 will mean an employee who:

      In addition to the requirements of an Administrative Employee Level 4 has completed:

           Three (3) appropriate modules or equivalent; or
           An equivalent standard of structured industry specific training, comprised of courses endorsed by the
           Training Committee;
      OR
           Is an employee with an equivalent level of training and/or skills and experience (e.g. possesses an
           appropriate Associate Diploma but is without relevant work experience).

      An employee at this level possesses competencies which enables the employee to:

           Exercise discretion within the scope of this level;
           Work under general supervision, either individually or in a team environment;
           Understand and implement quality systems;
           Perform supervisory functions within the scope of this level and assist subordinate staff with on the-job
           training; and
           Exercise initiative in the application of established work procedures, commensurate with the employee’s
           training, experience and responsibilities.

      Note: An Administrative Employee Level 5 falls within the National Training Board Australian Qualifications
      Framework at Level 4.

      Administrative Employee - Level 6 (Salary Point 7.0)

      An Administrative Employee - Level 6 will mean an employee who:
102
In addition to the requirements of Administrative Employee Level 4 has completed:

     Nine (9) appropriate modules of training or equivalent; or
     An equivalent standard of structured Industry specific training, comprised of courses endorsed by the
     Training Committee;
OR

     Is an employee with an equivalent level of training and/or skills and experience (e.g. possesses an
     appropriate Associate Diploma and has relevant skills and experience appropriate to this level).

An employee at this level possesses competencies which enables the employee to:

     Provide guidance and assistance and undertake supervisory responsibilities as part of the function;
     Assist in the provision of training, in conjunction with supervisors and trainers;
     Understand and implement quality systems;
     Work under limited supervision; and
     Exercise discretion within the scope of this level, commensurate with the employee’s training, experience
     and responsibilities.

Note: An Administrative Employee - Level 6 falls within the National Training Board Australian Qualifications
Framework at Level 4.

Administrative Employee - Level 7 (Salary Point 9.0)

An Administrative Employee - Level 7 will mean an employee who:

In addition to the requirements of an Administrative Employee - Level 4 has completed:

     An Advanced Certificate or equivalent; or
     An equivalent standard of structured Industry specific training, comprised of courses endorsed by the
     Training Committee;
OR

     Is an employee with an equivalent level of training and/or skills and experience (e.g. possesses an
     appropriate Associate Diploma and has relevant skills and experience appropriate to this level). An
     employee at this level possesses competencies which enables the employee to:

         •   Undertake work in relation to established priorities and work practices;
         •   Research and prepare papers, reports, and draft complex correspondence;
         •   Undertake activities of a technical/specialist or detailed nature;
         •   Assist in the preparation of procedural guidelines;
         •   Interpret and analyse information;
         •   Oversee and co-ordinate the work of subordinate staff;
         •   Has an overall knowledge and understanding of the operating principle of the systems and
             equipment on which the employee is required to carry out their tasks; and
         •   Assist in the provision of training to employees in conjunction with supervisors/trainers,
             commensurate with the employee’s training, experience and responsibilities.

Note: Administrative Employee - Level 7 falls within the National Training Board Australian Qualifications
Framework at Level 5.

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      SCHEDULE 4                CLASSIFICATION STRUCTURE CONTINUED




      Administrative Employee - Level 8 (Salary Point 11.0)

      An Administrative Employee - Level 8 will mean an employee who:

      In addition to the requirements of Administrative Employee Level 4 has completed:

           An Associate Diploma or equivalent; or
           An equivalent standard of structured specific training, comprised of courses endorsed by the Training
           Committee;
      OR

           Is an employee with an equivalent level of training and/or skills and experience.

      An employee at this level possesses competencies which enables the employee to:

           Operate under limited direction in relation to priorities;
           Prepare detailed reports and carry out investigations on complex equipment as directed or within
           the scope of discretion at this level;
           Apply advanced knowledge and understanding of the principles of the range of systems and/or equipment
           on which he employee may be involved;
           Assist in the provision of training to employees in conjunction with supervisors/trainers;
           Prepare documentation for policy decision, complex correspondence and the like;
           Set priorities and achieve objectives, monitor work flow and manage staff resources to meet
           objectives; and
           Perform maintenance planning and predictive maintenance work for systems and equipment,
           commensurate with the employee’s training, experience and responsibilities.

      Note: Administrative Employee - Level 8 falls within the National Training Board Australian Qualifications
      Framework at Level 6.

      Administrative Employee - Level 9 (Salary Point 12.0)

      An Administrative Employee - Level 9 will mean an employee who in addition to the requirements of
      Administrative Employee Level 4 has completed:

           An Associate Diploma or equivalent and further, has completed additional training as specified in the
           appropriate Career Path; or
           An equivalent standard of structured specific training comprised of courses endorsed by the Training
           Committee.

      An employee at this level possesses competencies which enables the employee to:

           Perform work within broad guidelines and under general direction;
           Accept responsibility for technical expertise, planning, administration or co-ordination work;
           Have substantial accountability and responsibility for output;
           Assist in the provision of training at the level required;
           Initiate investigations and produce technical reports;
           Work independently as a specialist or in a team;
           Provide specialist support in a range of programs/activities;

104
   Control and co-ordinate the works program within budgetary constraints;
   Set project priorities, plan and organise own work and that of subordinate staff; and
   Undertake a range of functions requiring application and development of knowledge and skills
   appropriate to departmental and/or enterprise goals, commensurate with the employee’s training,
   experience and responsibilities.

Note: Administrative Employee - Level 9 falls within the National Training Board Australian Qualifications
Framework at Level 6.

Administrative Employee - Level 10 (Salary Point 13.0)

An Administrative Employee - Level 10 will mean an employee who in addition to the requirements of
Administrative Employee Level 4 has completed:

   An Associate Diploma or equivalent and further, has completed additional training as specified in the
   appropriate Career Path; or
   An equivalent standard of structured specific training comprised of courses endorsed by the Training
   Committee.

An employee at this level possesses competencies which enables the employee to:

   Accept a high degree of responsibility for technical expertise, planning, administration or coordination of
   work;
   Have significant accountability and responsibility for output;
   Undertake high level creative planning, design or management functions;
   Use a high level of theoretical, cognitive and applied knowledge;
   Exercise limited managerial responsibility for a work area;
   Work independently as a specialist and/or a senior member of a project team;
   Display a high level of interpersonal skills in the performance of the function; and
   Develop and implement significant works programs, commensurate with the employee’s training,
   experience and responsibilities.

Administrative Employee - Level 11 (Salary Point 14.0)

An Administrative Employee - Level 11 will mean an employee who in addition to the requirements of
Administrative Employee Level 4 has completed:

   An Associate Diploma or equivalent and further, has completed additional training as specified in the
   appropriate Career Path; or
   An equivalent standard of structured specific training comprised of courses endorsed by the Training
   Committee.

An employee at this level possesses competencies which enables the employee to:

   Be responsible as a technical expert or senior administrator;
   Provide a high level of creative planning, design and associated managerial functions;
   Establish and review guidelines and devise new approaches to design, operation, development or
   investigation;
   Be accountable and responsible for output;


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      SCHEDULE 4               CLASSIFICATION STRUCTURE CONTINUED




          Display interpersonal skills in the performance of functions at the level required;
          Develop and implement significant work programs; and
          Exercise initiative in the production and application of Standards and Procedures, commensurate with the
          employee’s training, experience and responsibilities.

      Note: Administrative Employee - Level 11 falls within the National Training Board Australian Qualifications
      Framework at Level 7.

      Classification Definitions - Technical Stream

      Technical Stream Classification Structure Outline

          Salary
                                        Classification Level                           Training Requirements
          Point
          16.0
          15.0
                                                                                  Associate Diploma + additional
          14.0                                     Technical Employee Level 8
                                                                                  training or equivalent
                                                                                  Associate Diploma + additional
          13.0                                     Technical Employee Level 7
                                                                                  training or equivalent
                                                                                  Associate Diploma + additional
          12.0                                     Technical Employee Level 6
                                                                                  training or equivalent
          11.0                                     Technical Employee Level 5     Associate Diploma or equivalent
          10.0                                     *                              22 modules or equivalent
                                                                                  Advanced Certificate or
            9.0                                    Technical Employee Level 4
                                                                                  Equivalent
            8.0                                    *                              12 modules or equivalent
            7.0                                    Technical Employee Level 3     9 modules or equivalent
            6.0                                    *                              6 modules or equivalent
            5.0     Power Worker Level 5           Technical Employee Level 2     3 modules or equivalent
                                                                                  Trade Certificate or Certificate III
            4.0     Power Worker Level 4           Technical Employee Level 1
                                                                                  or equivalent
            3.0     Power Worker Level 3                                          Certificate II or equivalent
            2.0     Power Worker Level 2                                          Certificate I or equivalent
                                                                                  Undertaking structured training
            1.0     Power Worker Level 1(b)
                                                                                  towards a Certificate I
            0.0     Power Worker Level 1(a)                                       Induction Training

      *   Reference to Salary Points 6, 8, 10 are for explanation purposes only and are not to be treated as
          classifications for Agreement purposes.
          Progression and training beyond these Classification Levels are subject to relevant career path criteria.

      Power Worker - Level 1(a) (Salary Point 0.0)

      A Power Worker Level 1(a) will mean an employee not elsewhere defined who is undertaking structured
      training so as to enable the employee to perform duties associated with a Power Worker 1(b).

      Such structured training will be completed within three (3) months of appointment to this level.
106
An employee at this level works under direct supervision, and performs routine duties essentially of a
manual nature.

Note: Power Worker Level 1(a) falls within the National Training Board Australian Qualifications Framework
at Level 1.

Power Worker - Level 1(b) (Salary Point 1.0)

A Power Worker Level 1(b) will mean an employee who is undertaking structured training towards a
Certificate I or equivalent.

An employee at this level possesses competencies which enables the employee to:

   Perform routine, predictable, repetitive and proceduralised tasks of a manual nature;
   Exercise minimal judgement;
   Work under direct supervision;
   Understand basic quality control/assurance procedures; and
   Understand and utilise basic literacy and numeracy skills, commensurate with the employee’s training,
   experience and responsibilities.

Note: Power Worker Level 1(b) falls within the National Training Board Australian Qualifications Framework
at Level 1.

Power Worker - Level 2 (Salary Point 2.0)

A Power Worker Level 2 will mean an employee who has completed a Certificate I (8 modules) or equivalent.

An employee at this level possesses competencies which enables the employee to:

   Perform manual functional support duties within the enterprise;
   Be responsible for the quality of the employee’s own work;
   Work under routine supervision either individually or in a team environment;
   Exercise discretion within the employee’s level of skills and training; and
   Perform duties as a competent assistant, commensurate with the employee’s training, experience and
   responsibilities.

Note: Power Worker Level 2 falls within the National Training Board Australian Qualifications Framework at
Level 2.

Power Worker - Level 3 (Salary Point 3.0)

A Power Worker Level 3 will mean an employee who has completed a Certificate II (16 modules) or
equivalent.

An employee at this level possesses competencies which enables the employee to:

   Perform a specific support function within the enterprise, or
   Undertake training as a Linesperson or Jointer;
   Work from complex instructions and procedures;
   Assist in the provision of on-the-job training to a limited degree;


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      SCHEDULE 4               CLASSIFICATION STRUCTURE CONTINUED




         Work under general supervision;
         Exercise appropriate keyboard skills (where relevant) at a level higher than an employee at Level 2;
         Be responsible for assuring the quality of the employee’s own work; and
         Perform work as a competent assistant, commensurate with the employee’s training, experience and
         responsibilities.

      Note: Power Worker Level 3 falls within the National Training Board Australian Qualifications Framework at
      Level 2.

      Power Worker - Level 4 (Salary Point 4.0)

      A Power Worker Level 4 will mean an employee, not being a tradesperson, who, while still being primarily
      engaged in a support function, applies the skills acquired through the successful completion of a Certificate
      level qualification (e.g. Certificate III, 24 modules) or equivalent.

      An employee at this level possesses competencies which enables the employee to:

         Understand and apply quality systems;
         Exercise discretion within the scope of this level; and
         Perform work under general supervision, either individually or in a team environment, commensurate
         with the employee’s training, experience and responsibilities.

      Note: A Power Worker Level 4 falls within the National Training Board Australian Qualifications Framework
      at Level 3.

      Power worker - Level 5 - (Salary Point 5.0)

      A Power worker Level 5 will mean an employee who, in addition to the requirements of a Power Worker Level
      4, has completed an additional 3 modules or equivalent.

      An employee at this level works above and beyond a Power worker Level 4, and possess competencies which
      enables the employee to:

         Exercise discretion within the scope of this level;
         Work under general supervision, either individually or in a team environment;
         Understand and implement quality systems; and
         Provide guidance and assistance relevant to their skills, commensurate with the employee’s training,
         experience and responsibilities.

      Note: Power Worker Level 5 falls within the National Training Board Australian Qualifications Framework at
      Level 4.

      Technical employee - Level 1 (Salary Point 4.0)

      A Technical employee Level 1 will mean an employee who holds an appropriate Trade Certificate,
      Tradesperson’s Rights Certificate or Certificate of Competency, as defined in the Electricity Act 1994, or
      equivalent, and is able to exercise the skills and knowledge of such certification.

      An employee at this level possesses competencies which enables the employee to:

         Perform trade work which is generally of a routine, non-complex nature;
         Understand and implement quality systems;
108
     Perform work under general supervision either individually or in a team environment; and
     Perform work which involves the skills of the employee’s trade and work which is incidental and
     facilitates the completion of the employee’s work, commensurate with the employee’s training,
     experience and responsibilities.

Note: Technical Employee Level 1 falls within the National Training Board Australian Qualifications
Framework at Level 3.

Technical Employee - Level 2 (Salary Point 5.0)

A Technical Employee Level 2 will mean an employee who in addition to the requirements of Technical
Employee - Level 1 has completed:

     Three (3) appropriate modules of training or equivalent; or
     An equivalent standard of structured specific training, comprised of courses endorsed by the Training
     Committee;
OR
     Is an employee with an equivalent level of training and/or skills and experience (e.g. possesses an
     appropriate Associate Diploma but is without relevant work experience):

         •   Who is engaged in routine technical duties; or
         •   Whose function is that of Trainer/Supervisor/Co-ordinator, which is at a level higher than
             that of Employee-in-charge, (i.e. is responsible for the work of other employees engaged at a
             similar or lower classification level and/or the provision of structured on-the-job training to
             such employees), and who, subject to statutory licensing requirements, exercises the skills and
             knowledge of such training.

An employee at this level is an experienced employee who exercises trade and/or other skills relevant to the
specific requirements of the enterprise at a higher level than a Technical Employee Level 1 and possesses
competencies which enable the employee to:

     Exercise discretion within the scope of this level;
     Work under general supervision either individually or in a team environment;
     Understand and implement quality systems;
     Provide technical guidance to others in their work team; and
     Perform incidental and peripheral work, commensurate with the employee’s training, experience and
     responsibilities.

Note: The minimum salary level for an employee whose principal function is that of Trainer/Supervisor/
Co-ordinator is Salary Point 6.0.

Technical Employee Level 2 falls within the National Training Board Australian Qualifications Framework at
Level 4.

Technical Employee - Level 3 (Salary Point 7.0)

A Technical Employee Level 3 will mean an employee who:

     In addition to the requirements of Technical Employee - Level 1 has completed:
     An appropriate Post Trades Certificate (9 modules) or equivalent; or


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      SCHEDULE 4               CLASSIFICATION STRUCTURE CONTINUED




           An equivalent standard of structured specific training, comprised of courses endorsed by the Training
           Committee;
      OR
           Is an employee with an equivalent level of training and/or skills and experience (e.g. possesses an
           appropriate Associate Diploma and has relevant skills and experience appropriate to this level):

               •   Who performs technical duties; or
               •   Exercises cross-skilling in technical fields; or
               •   Whose principal function is that of Trainer/Supervisor/Co-ordinator (i.e. is responsible for the
                   work of other employees engaged at a similar or lower classification level and/or the provision
                   of structured on-the-job training to such employees), and who, subject to statutory licensing
                   requirements, exercises the skills and knowledge of such training.

      An employee at this level possesses competencies which enables the employee to:

           Exercise discretion within the scope of this level;
           Work under limited supervision either individually or in a team environment;
           Understand and implement quality systems;
           Provide technical guidance to others in their work team;
           Assist in the provision of on-the-job training to others in their work team; and
           Perform incidental and peripheral work, commensurate with the employee’s training, experience and
           responsibilities.

      Note: Technical Employee Level 3 falls within the National Training Board Australian Qualification
      Framework at Level 4.

      Technical Employee - Level 4 (Salary Point 9.0)

      A Technical Employee Level 4 will mean an employee who in addition to the requirements of Technical
      employee - Level 1 has completed:

           An appropriate Advanced Certificate (15 modules) or equivalent; or
           An equivalent standard of structured specific training, comprised of courses endorsed by the Training
           Committee;
      OR
           Is an employee with an equivalent level of training and/or skills and experience who:
                • Performs planning and/or technical duties; or
                • Exercises cross-skilling in technical fields; or
                • Performs the principal function of a Trainer/Supervisor/Co-ordinator (i.e. is responsible for the
                   work of other employees engaged at a similar or lower classification level and/or the provision
                   of structured on-the-job training to such employees), and who, subject to statutory licensing
                   requirements, exercises the skills and knowledge of such training.

      An employee at this level applies technical principles, practices, techniques and human relations skills
      to activities which include, for example; high level manual skills, fault diagnosis and related tasks in a
      workshop, laboratory, office, field or operations function and with further information, supervise such
      activities. Such an employee possesses competencies which enables the employee to:

           Perform routine technical work on complex equipment as directed;
           Use an overall knowledge and understanding of the operating principles of the systems and equipment
           on which to carry out tasks;
110
     Prepare technical reports (as required);
     Exercise broad discretion within the scope of this level;
     Work under limited supervision either individually or in a team environment;
     Understand and implement quality systems;
     Provide technical guidance or advice within the scope of this level;
     Assist in the provision of on-the-job training to others in their work team; and performs incidental and
     peripheral work, performs system control operating duties, commensurate with the employee’s training,
     experience and responsibilities.

Note: Technical Employee Level 4 falls within the National Training Board Australian Qualifications

Technical Employee - Level 5 (Salary Point 11.0)

A Technical Employee Level 5 will mean an employee who in addition to the requirements of Technical
Employee - Level 1 has completed:

     An appropriate Associate Diploma or equivalent; or
     An equivalent standard of structured specific training, comprised of courses endorsed by the Training
     Committee;
OR
     Is an employee with an equivalent level of training and/or skills and experience who:
          • Performs planning and/or technical duties; or
          • Exercises cross-skilling in technical fields; or
          • Performs the principal function of a Trainer/Supervisor/Co-ordinator (i.e. is responsible for the
             work of other employees engaged at a similar or lower classification level and/or the provision
             of structured on-the-job training to such employees),and who, subject to statutory licensing
             requirements, exercises the skills and knowledge of such training,
          • Performs system control operating duties.

     Subject to job requirements, an employee at this level applies practical techniques of analysis and
     technical principles, standards and practices, and human relations, to new and existing technologies
     in standard design, testing, inspection, plant operation, manufacturing, including fault diagnosis and
     maintenance, and with further information, supervises and manages such work. Such an employee may
     possess competencies which enables the employee to:

         •   Have an advanced knowledge and understanding of the operating principles of the systems and
             equipment on which to carry out tasks;
         •   Prepare detailed technical reports as required;
         •   Undertake technical investigations within the scope of this level;
         •   Prepare reports and/or recommendations on the technical suitability of equipment, procedures
             and test results;
         •   Estimate, quote, tender and supervise electrical/electronic projects;
         •   Exercise independent judgement and initiative within the scope of this level;
         •   Work under limited supervision either individually or in a team environment;
         •   Understand and implement quality systems;
         •   Provide technical guidance or advice within the scope of this level;
         •   Assist in the provision of on-the-job training to others in their work team; and
         •   Perform incidental and peripheral work, commensurate with the employee’s training, experience
             and responsibilities.
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      SCHEDULE 4               CLASSIFICATION STRUCTURE CONTINUED




      Note: Technical Employee Level 5 falls within the National Training Board Australian Qualifications
      Framework at Level 6.

      Technical Employee - Level 6 (Salary Point 12.0)

      A Technical Employee Level 6 will mean an employee who in addition to the requirements of Technical
      Employee - Level 1 has completed:

         An appropriate Associate Diploma or equivalent; and further, has completed additional training
         As specified in the appropriate Career Path; or
         An equivalent standard of structured specific training, comprised of courses endorsed by the Training
         Committee.

      An employee at this level possesses competencies which enables the employee to:

         Perform work within broad guidelines;
         Accept responsibility for technical expertise, planning, supervising or co-ordinating works;
         Be accountable and responsible for output;
         Initiate investigations and produce resultant technical reports;
         Work independently as a specialist or in a team;
         Provide specialist support in a range of programs/activities;
         Control and co-ordinate the works program within budgetary constraints;
         Exercise a degree of autonomy, within budgetary constraints, in establishing works programs; and
         Perform duties as a Principal Trainer/Supervisor/Co-ordinator: i.e. - responsible for the supervision and/
         or training of Technical Employees at lower classification levels, and or
         Performs system control operating duties, commensurate with the employee’s training, experience and
         responsibilities.

      Note: Technical Employee Level 6 falls within the National Training Board Australian Qualifications
      Framework at Level 6.

      Technical Employee - Level 7 (Salary Point 13.0)

      A Technical Employee Level 7 will mean an employee who in addition to the requirements of Technical
      Employee - Level 1 has completed:

         An appropriate Associate Diploma or equivalent; and further, has completed additional training as
         specified in the appropriate Career Path; or
         An equivalent standard of structured specific training, comprised of courses endorsed by the Training
         Committee.

      An employee at this level possesses competencies which enables the employee to:
          Accept a high degree of responsibility for technical expertise, planning, supervising or coordinating
          works;
          Be accountable and responsible for output;
          Initiate investigations and produce resultant technical reports;
          Work independently as a specialist or in a team;



112
   Provide specialist support in a range of programs/activities;
   Display interpersonal skills in the performance of the employee’s function;
   Develop and implement significant works programs; and
   Perform duties as a Principal Trainer/Supervisor/Co-ordinator: i.e. - responsible for the supervision and/
   or training of Technical Employees at lower classification levels,
   Performs system control operating duties, commensurate with the employee’s training, experience and
   responsibilities.

Note: Technical Employee Level 7 falls within the National Training Board Australian Qualifications
Framework at Level 6.

Technical Employee - Level 8 (Salary Point 14.0)

A Technical Employee Level 8 will mean an employee who in addition to the requirements of Technical
employee - Level 1 has completed:

   An appropriate Associate Diploma or equivalent; and further, has completed additional training as
   specified in the appropriate Career Path; or
   An equivalent standard of structured specific training comprised of courses endorsed by the Training
   Committee.

An employee at this level possesses competencies which enables the employee to:

   Undertake significant responsibility as an operational expert, supervision or co-ordination;
   Provide a high level of creative planning, design and associated managerial functions;
   Establish and review guidelines and devise new approaches to design, operation, development or
   investigation;
   Be accountable and responsible for output;
   Work independently as a specialist, supervisor, manager within the operational workforce;
   Display interpersonal skills in the performance of the employee’s function;
   Develop and implement significant works programs;
   Exercise initiative in the production and application of standards and procedures; and
   Perform duties as a Principal Trainer/Supervisor/Co-ordinator: i.e. - responsible for the supervision and/
   or training of Technical employees at lower classification levels,
   Performs system control operating duties, commensurate with the employee’s training, experience and
   responsibilities.

Note: Technical Employee Level 8 falls within the National Training Board Australian Qualifications
Framework at Level 7.




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      SCHEDULE 4               CLASSIFICATION STRUCTURE CONTINUED




      Classification Definitions - Professional and Managerial Stream

      Professional & Managerial Stream Classification Structure Outline

         Salary
                                            Classification Level                           Training Requirements
         Point
          16.0      Professional & Managerial Employee Level 4                                        *
          15.0      Professional & Managerial Employee Level 3                                        *
          14.0
          13.0      Professional & Managerial Employee Level 2                                        *
          12.0
          11.0
          10.0
           9.0
                    Professional & Managerial Employee Level 1 - Entry Point
           8.0                                                                                        *
                    4 year Degree
           7.0
                    Professional & Managerial Employee Level 1 - Entry Point
           6.2                                                                                        *
                    3 year Degree
           6.0


      * For progression purposes, training is subject to relevant career path criteria.

      Professional and Managerial Employee - Level 1 (3 Year Degree Entry - Salary Point 6.2; 4 Year Degree Entry
      - Salary Point 8.0)

      A Professional and/or Managerial Employee - Level 1 will mean an employee who holds an appropriate
      degree or equivalent.

         An employee at this level:

              •   Operates under appropriate supervision;
              •   Performs normal professional work and exercises individual judgement and initiative in the
                  application of principles and methods applicable to the profession concerned;
              •   Assists more senior professionals;
              •   Has work reviewed by a competent professional officer for validity, adequacy, methods and
                  procedures;
              •   Assigns and checks work of support staff and others assigned to work on common projects.
                  Work can be expected to receive less rigorous review as the employee progresses; and
              •   Exercises initiative in the application of professional practices either as a member (in some
                  situations as leader) or a specialist professional in multi-disciplinary teams, or independently.

      Note: Professional and/or Managerial Employee - Level 1 spans the NTB Australian Qualifications
      Framework Competency Level 6.




114
Professional and Managerial Employee - Level 2 (Salary Point 13.0)

A Professional and/or Managerial Employee - Level 2 will mean an employee who holds an appropriate
degree or equivalent and who has relevant experience.

   An employee at this level:

        •   Performs work requiring the application of mature professional skills and knowledge;
        •   Deals with problems for which it is necessary to modify established guidelines and devise new
            approaches or apply new professional skills or techniques;
        •   Makes recommendations that are technically and commercially accurate and feasible;
        •   Makes decisions on matters assigned including the establishment of professional work
            standards and procedures, and consults, recommends and advises in specialist areas;
        •   Outlines and assigns work, reviews it for technical accuracy and adequacy, and manages the
            work of others; and
        •   Exercises initiative in the application of professional practices either as a member (in some
            situations as leader) or a specialist professional in multi-disciplinary teams, or independently.

Note: Professional and/or Managerial Employee - Level 2 spans the NTB Australian Qualifications
Framework Competency Level 6.

Professional and Managerial Employee - Level 3 (Salary Point 15.0)

A Professional and/or Managerial Employee - Level 3 will mean an employee who holds an appropriate
degree or equivalent and who has relevant experience.

   An employee at this level:

        •   May be a technical expert or manage a unit of the organisation. In practice most positions at this
            level will contain both these elements;
        •   May be a team leader having broad understanding spanning more than one professional field of
            work, or be a recognised authority within a particular specialised field of expertise, or both;
        •   Participates in short or long range planning and translates the more general objectives and
            strategies of higher management into specific targets and strategies for the unit;
        •   Takes initiatives, makes independent decisions and formulates policies and procedures within
            this overall framework to obtain the best performance and results from the organisational unit
            for which the officer is accountable;
        •   Gives expert technical advice to management and other units;
        •   Takes responsibility for development and provision of systems, facilities and functions;
        •   Manages groups and work programs;
        •   Directs or advises on the use of resources;
        •   Makes decisions not usually subject to technical review; decides courses of action necessary to
            expedite the successful accomplishment of assigned projects; and makes recommendations of
            significant impact on the organisation; and
        •   Has work assigned only in terms of broad objectives. Performance is reviewed for policy,
            soundness of judgement, results and general effectiveness.

Note: Professional and/or Managerial Employee - Level 3 falls within the NTB Australian Qualifications
Framework Competency Level 8.


                                                                                                                 115
      SCHEDULE 4              CLASSIFICATION STRUCTURE CONTINUED




      Professional and Managerial Employee - Level 4 (Salary Point 16.0)

      A Professional and/or Managerial Employee - Level 4 will mean an employee who holds an appropriate
      degree or equivalent and relevant experience.

         An employee at this level:

              •   Accepts responsibility for professional work, demanding a high level of expertise, independence,
                  originality, ingenuity and mature judgement;
              •   Manages a unit of the organisation and exhibits a high level of competence in managing people
                  and work;
              •   Performs work which is of primary importance to the organisation and which will have a
                  substantial effect on the results obtained by the employing organisation;
              •   Contributes to the organisation’s short and long range planning process and to the formulation
                  of the organisation’s objectives, strategies and policies;
              •   Translates broader corporate objectives, strategies and policies into specific objectives,
                  strategies and policies realisable by the organisation unit;
              •   Manages large work groups; or manages a multi- discipline group engaged in interrelated work;
                  or may be an expert leading a team of related professionals; or may be a recognised expert in a
                  specialist field of crucial importance;
              •   Takes overall responsibility for the provision and control of systems, resources, facilities,
                  functions and major investigations;
              •   Ensures that the organisation obtains maximum benefit from the application of professional
                  expertise;
              •   Gives expert technical advice and acts as organisation spokesperson in a particular field of
                  expertise; and
              •   Has work assigned only in terms of broad objectives. Performance is reviewed for policy,
                  soundness of judgement, results and general effectiveness in pursuit of corporate and major
                  organisational objectives.

      Note: Professional and/or Managerial Employee - Level 4 falls within the NTB Australian Qualifications
      Framework Competency Level 8.




116
SCHEDULE 5               ANNUALISED ALLOWANCES (AGA)




Asbestos removal - Employees engaged on asbestos removal or working in close proximity to employees
removing asbestos will be provided with and will use all necessary safeguards as required by the Workplace
Health and Safety Act or other relevant legislation.

Battery work - Employees mainly engaged in the maintenance of storage batteries, or engaged in
overhauling or repairing of storage batteries or erecting second hand storage batteries that have been
previously in use.

Bitumen or tar - Employees handling bitumen or tar.

Boiler ducting maintenance - Employees engaged in maintenance work in the following areas of boilers:

   Furnace wall;
   Boiler rear pass;
   Air heater;
   Cross-over ducting;
   I.D. fans.

Boiler repair work - Employees engaged in repairs and alterations to old work only, regardless of the fact
that new material may have to be used for the purpose.

Brick repair work - Employees engaged in repairing the brickwork of furnaces and settings in connection
with boilers where such work is carried out with second-hand bricks (i.e. with bricks which have been
previously set in mortar or fire-clay in any construction work)

Building construction work - An employee working on building construction work (as defined herein)

   Climatic conditions when working in the open on all types of work;
   The physical disadvantages of having to climb stairs or ladders;
   Dust blowing in the wind on building sites;
   Sloppy and muddy conditions associated with the initial stages of the erection of the building;
   Dirty conditions caused by the use of form oil or from green timber;
   Drippings from newly poured concrete;
   The disability of working on all types of scaffolds, other than a single plank swing scaffold or a bosun’s
   chair; and
   The lack of the usual amenities associated with factory work (e.g. recreational facilities, sanitary
   conveniences, etc.)

Building construction - “Building construction work” will include all classes of work carried out during
the construction of new buildings, the construction of additions to existing buildings, and the necessary
alteration of existing buildings, to make them conform to any new additions, and the demolition of buildings.

Concrete mixing - Employees engaged in mixing concrete.

Confined space - An employee working in a confined space, i.e. a compartment, space or place the
dimensions of which necessitate the employee working in a stooped or otherwise cramped position or
without proper ventilation.
.
Dirty work - Employees employed on dirty or offensive work.




                                                                                                                117
      SCHEDULE 5               ANNUALISED ALLOWANCES (AGA) CONTINUED




      Heavy machinery and/or transformers - Employees engaged in carting and/or handling heavy machinery
      and/or transformers which are loaded on to vehicles by means other than cranes.

      Height allowance - Employees, other than employees engaged in electrical line work, required to perform
      work at any height above fifteen (15) metres.

      Hot and cold work - Employees who are required to work for more than one hour continuously in the shade
      in places where the temperature is raised by artificial means to forty five (45) degrees Celsius or more, or is
      below 0 degrees Celsius.

      Insulation work - An employee employed on work which involves the handling of loose slag wool, loose
      insulwool, or other loose material of a like nature used in the construction, repair, or demolition of roofing,
      flooring, walls or partitions, for providing insulation against heat, cold or noise.

      Live sewer work - Technical Employees and their assistants engaged on live sewer work will be paid at
      the rate of time and a-half for such work. For this purpose “live sewer work” will mean work carried out in
      situations where there is direct aerial connection with a sewer through which sewerage is flowing. The term
      will include mechanical and electrical equipment installed in association with any such sewer or sewerage
      pumping station or treatment works, but will not apply to routine maintenance which does not require the
      dismantling of pumps etc. The term will also include a minimum payment of one hour for work on pumps
      after removal from a pumping station or treatment works for cleaning or stripping. Where aerial connection
      with a sewer is blocked by a disc, plug, valve, water seal or other means, the live sewer rate will not apply.

      Employees who are on any day required to carry out work in connection with the release of blockages in
      sewerage lines and connections thereto (including pumps).

      Machinery floats and/or low loaders - Drivers of machinery floats and/or low.

      Marker-off - Employees occupying the position of marker-off.

      Noxious gas fumes - Employees who are required to work amongst noxious gas fumes.

      Pole lifting, jack hammer work and handling cement - Power Workers employed in the pole lifting gang and
      Power workers using jack hammers will be provided with aprons and gloves by Ergon Energy free of charge.

      Power workers loading or unloading a quantity of not less than six (6) bags of cement

      Precipitator allowance - Employees working in uncleaned or hot precipitators and employees working in
      cleaned precipitators,

      Roof repairs - Technical employees and their assistants engaged on repairs to roofs.

      Shot/sand blasting - An employee working a shot blast or sand blast.

      Toxic substances - Employees using toxic substances or materials of a like nature and employees working in
      close proximity to employees

      Toxic substances will include epoxy based materials and all materials which include or require the addition of
      a catalyst hardener and reactive additives or 2 pack catalyst system will be deemed to be materials of a like
      nature.

      Tunnelling under roads - Employees engaged in tunnelling under roads.




118
Unpleasant conditions - Work done under particularly hot and unpleasant conditions on or in boilers or
condensers, on soot blower systems of steaming or banked boilers, or in alternator air chambers during
short outages or breakdowns.

This allowance will not apply after a boiler has been out of service for forty-eight hours, or an alternator or
condenser out of service for twelve hours.

Furthermore, this allowance will not apply to work done during overhauls or condenser brushing, or for work
done on stoker motors and stoker gear box mechanisms.

Weed control - Power Workers engaged in spraying weeds.

Wet work - Employees required to work in places where water, other than rain, is continually dripping so that
their clothing becomes saturated with water, or where there is water under foot to a depth exceeding fifty
(50) millimetres so that their feet become wet.

This allowance will not apply when protective waterproof clothing and/or footwear is supplied.

Certificate allowance - A Technical Employee who is the holder of a scaffolding certificate or rigging
certificate issued pursuant to the Workplace Health and Safety Act or relevant legislation and is required to
act on that certificate whilst engaged on work requiring a certificated person.

Chain saw - Employees using chain saws in the performance of their work.

Drivers of articulated vehicles - Employees required to drive articulated vehicles.

Explosive powered tools - Employees required to use explosive powered tools.

Goods in excess of 16.764m - Employees who are required to drive vehicles carting goods in excess of
16.764m where the vehicle is travelling in or through built-up areas.

Handling furniture and whitegoods - Employees engaged in carting, handling or delivering any article of
household, office or whitegoods.

Motor vehicles drawing trailers - An employee driving a motor vehicle to which a trailer is attached
Provided that:

    When on any day an employee drives a motor vehicle drawing an empty and a loaded trailer the employee
    will be paid for that day the extra rate applicable for such loaded trailer;
    Not more than one trailer will be attached and drawn at any one time;
    The extra payment prescribed herein will not apply to employees driving articulated vehicles or
    machinery floats and/or low loaders;
    These allowances will apply only in respect of the drawing of trailers having a loaded capacity in
    excess of .508 t;
    The term “trailer” does not include - compressors, concrete mixers, welding plants and road brooms
    For motor vehicles drawing compressors, concrete mixers or welding plants - An employee driving a
    motor vehicle to which any of the following is attached, viz: compressor, concrete mixer or welding plant

Truck crane - An employee required to operate a truck crane




                                                                                                                  119
      SCHEDULE 6               CONTROL CENTRE




      PART 1 - APPLICATION

      This Schedule applies to employees located at Ergon Energy Operational Control Centre North (Townsville)
      and South (Rockhampton) and working continuous shift work in the classifications of System Operator Grade
      1 to Grade 5 employed in the roles of Network Controller or Network Operations Officer.

      PART 2 - TERMS AND CONDITIONS OF EMPLOYMENT

      2.1 WORK FUNCTION AND FLEXIBILITY

      The responsibilities of the employees covered by this Agreement are as follows:

         The parties will work towards effective implementation of standardisation of processes, rosters and work
         practices across the Ergon Energy Operational Control Centres located at Townsville and Rockhampton.
         As required in accordance with the Position Profile Network Controllers classified as System Operator
         Level 3 will undertake to perform coordination duties as part of their role.
         Employees may be requested to work additional hours outside normal attendances to provide support to
         manage contingencies or high workload situations.
         Due to short notice of availability due to illness (typically sixteen (16) hours or less) and shift staff after
         making every attempt are unable to find a replacement operator the following procedure will apply to the
         initial shift for which the employee is unavailable:

              •   In these circumstances employees will be required to work up to 16 unpaid additional hours per
                  calendar year.
              •   The Parties accept that the short notice shift relief will be worked up to a maximum of four (4)
                  hour blocks, unless otherwise mutually agreed, at the commencement or completion of their
                  current rostered shift.
              •   When the sixteen (16) hours of unpaid additional hours has been worked, the employee may
                  claim overtime. Each respective control centre must keep a register in order to track additional
                  hours accordingly. This will be reviewed within six (6) months of certification of this Agreement
                  by all Parties.
              •   Any work undertaken that is over and above normal attendances and exceeds the sixteen (16)
                  hours of unpaid additional hours for sick relief, will be paid at penalty rates of double times the
                  annualised salary hourly rate or in accordance with the Agreed Time Bank (ATB) as specified in
                  Clause 2.3 of this Schedule.

         Where an agreed roster incorporated an “on-call” requirement, it will be paid in accordance with the
         Availability Duty Allowance (ADA) of this Agreement.

      2.2 SHIFT ROSTERING

      Employees accept that there is a requirement to maintain continuous twenty four (24) hours a day, seven (7)
      days per week shift coverage within Ergon Energy Control Centres.

      Employees covered by this Agreement will work in accordance with a Control Centre Roster which has been
      agreed to by 60% of affected employees.

      Roster attendances will be of 8.05 hours duration, nominally described as day, afternoon and night shift if
      applicable or as mutually agreed by the Parties.

      For the purposes of this Clause the following definitions apply:


120
   “Day Shift” will normally mean any shift worked between the hours of 6 a.m. and 6 p.m.
   “Afternoon Shift” will normally mean any shift finishing after 6 p.m. and at or before midnight, and
   “Night Shift” will normally mean any shift finishing after midnight and at or before 8 a.m.

Network Operation Officers required to act as Network Controller’s for periods of one shift or greater will be
paid the Network Controller classification rate including the Network Controller loadings for the duration of
the higher duties.

2.3 ADDITIONAL HOURS

Where an employee works additional hours, reimbursement may be via the following provisions at the
employee’s discretion:

   Overtime payments will be paid at double times the annualised salary hourly rate,
   Agreed Time Banking (ATB) as per the provisions described below:

        •   Agreed Time Banking (ATB) is where the time worked outside the nominal normal working day
            duration is not paid but “banked” instead for the employee to take as paid recreation time on a
            later occasion.
        •   Such arrangement will be initiated by the employee, with mutual Agreement between the
            employee and their immediate supervisor on the basis of no pressure being brought to bear on
            either party to achieve this Agreement.
        •   Where Ergon Energy requests the employee to work overtime and the employee and immediate
            supervisor mutually agree that the employee will use ATB, the multiplier for paid recreation time
            for those hours worked will be two (2).
        •   Where the employee requests to work overtime (e.g. for facilitating flexible working hours) and
            the employee and the immediate supervisor mutually agree that the employee will have paid
            recreation time in lieu of those hours, then the multiplier for the ATB will be one (1).
        •   Employees using the ATB provisions for Ergon Energy requested overtime will be entitled to
            all conditions relating to the working of overtime excluding payment for the hours worked, as
            provided for in the Agreement.
        •   The taking of time off resulting from the ATB provisions will be mutually agreed between the
            employee and the immediate supervisor.

2.4 AGGREGATE RATES

Any base salary adjustments provided for in Schedule 1 of this Agreement will be reflected in the aggregate
salary hourly rate for the purposes of all employee accruals for Annual Leave, Long Service Leave, Personal
Leave, Superannuation and Redundancy.

Total Aggregate Salary – Network Controllers (Grade 3)

The total aggregate salary for Network Controllers (Grade 3) is made up of the following components:

   Base Rate Level X 1.41 All purpose loading
   EDSD Allowance
   Locality Allowance (as applicable)

Base rate level will be calculated as per the employee’s classification grade and salary point based on
classification structure contained in this Agreement.


                                                                                                                 121
      SCHEDULE 6               CONTROL CENTRE CONTINUED




      The 41% all purpose loading incorporates Shift Penalty Component, Flexibility Component, Personal Leave
      Relief, Legacy Loading Arrangement and Coordination duties (as per the current Network Controller Position
      Profile).

      The All Purpose Loading will apply to Network Controllers on completion of their training and deemed to be
      competent to perform the duties in accordance with their position profile.

      Total Aggregate Salary – Network Operations Officer (Grade 1 & 2)

      Total Annualised Salary for Network Operations Officer (Grades 1 & 2) is made up of the following
      components:

         Base Rate Level X 1.28 All purpose loading
         EDSD Allowance
         Locality Allowance (as applicable)

      Base rate level will be calculated as per the employee’s classification grade and salary point based on
      classification structure contained in this Agreement.

      The 28% All Purpose Loading incorporates Shift Penalty Component, Flexibility Component, Personal
      Leave Relief, off shift role mainly for switching sheet preparation, other Control Centre Duties and seasonal
      variance to resource storm season requirements.

      The All Purpose Loading will apply to Network Operations Officer Grade 1 & 2 on completion of their training
      and deemed to be competent to perform the duties in accordance with their position profile.

      PART 3 - LEAVE

      3.1 ANNUAL LEAVE

      Annual Leave will be paid at the employee’s aggregate salary rate.

      If a Statutory holiday falls on a day that an employee covered by this Schedule is rostered off an extra day
      leave will be added to their Annual Leave balance.

      Employees covered by this Schedule are entitled to no less than one hundred four (184) hours annual leave
      credit per annum to their annual leave balance.

      3.2 PERSONAL LEAVE

      All Personal Leave entitlements will be paid at the employee’s aggregate salary rate.

      Employees covered by this Schedule who retire in accordance to the rules of the Electricity Supply Industry
      (ESI) Superannuation Scheme or die during service will be entitled to a payout of 50% of their individual
      Personal Leave accrual in the employee’s credit at the time. Such a payout will not exceed twenty six (26)
      weeks total, calculated using the employee’s aggregate salary rate of pay in force at the time.

      3.3 LONG SERVICE LEAVE

      Long Service Leave will be paid at the employee’s aggregate salary rate.




122
PART 4 - SUPERANNUATION

Superannuation payments will be calculated on the employee’s aggregate salary rate in accordance with
Electricity Supply Industry (ESI) superannuation fund guidelines.

PART 5 - RETRENCHMENT

Redundancy entitlements and calculations will be based on the employee’s aggregate salary rate and in
accordance with the retrenchment provisions contained in Schedule 3.




                                                                                                        123
      SCHEDULE 7    APPOINTMENT TO TEN (10) DAY FORTNIGHT FOR VACANT
      POSITIONS CLASSIFIED IN THE ADMINISTRATIVE STREAM BELOW SALARY
      POINT 11.0




                                                                      Position
      Position Id        Position Information and Position Title                    Region
                                                                   Classification
       121843       BILLING TEAM LEADER                               AE08          Southern
       121809       BILLING TEAM LEADER                               AE08          Southern
       122229       CUSTOMER CONNECTION OFFICER                       AE07          Southern
       122496       CUSTOMER CONNECTION OFFICER                       AE07          Northern
       120848       CUSTOMER CONNECTION OFFICER                       AE07          Southern
       105309       CUSTOMER CONNECTION OFFICER                       AE07          Northern
       105356       CUSTOMER CONNECTION OFFICER                       AE07          Central
       105326       CUSTOMER CONNECTION OFFICER                       AE07          Northern
       105308       CUSTOMER CONNECTION OFFICER                       AE07          Southern
       105327       CUSTOMER CONNECTION OFFICER                       AE07          Northern
       105336       CUSTOMER CONNECTION OFFICER                       AE07          Central
       122535       CUSTOMER CONNECTION OFFICER                       AE07          Central
       105331       CUSTOMER CONNECTION OFFICER                       AE07          Southern
       105328       CUSTOMER CONNECTION OFFICER                       AE07          Northern
       105330       CUSTOMER CONNECTION OFFICER                       AE07          Southern
       105317       CUSTOMER CONNECTION OFFICER                       AE07          Southern
       105316       CUSTOMER CONNECTION OFFICER                       AE07          Southern
       105355       CUSTOMER CONNECTION OFFICER                       AE07          Central
       105337       CUSTOMER CONNECTION OFFICER                       AE07          Central
       105307       CUSTOMER CONNECTION OFFICER                       AE07          Southern
       105315       CUSTOMER CONNECTION OFFICER                       AE07          Southern
       120091       CUSTOMER CONNECTION OFFICER                       AE07          Central
       120347       CUSTOMER CONNECTION OFFICER                       AE07          Northern
       121808       CUSTOMER SOLUTIONS TEAM LEADER                    AE07          Brisbane
       121135       FLEET BUSINESS SUPPORT COORDINATOR                AE07          Northern
       103485       METER READING COORD                               AE07          Southern
       103500       METER READING COORD                               AE07          Southern
       103474       METER READING COORD                               AE07          Central
       103437       METER READING COORDINATOR                         AE07          Northern
       103456       METER READING COORDINATOR                         AE05          Northern
       104004       PA - GM TADS                                      AE05          Northern
       106984       PA CFO                                            AE06          Brisbane
       121780       PA CLIMATE CHANGE                                 AE05          Brisbane
       120858       PA DEVELOPMENT                                    AE05          Brisbane
       120696       PA EGM - CSI                                      AE06          Brisbane
       115969       PA EGM CUSTOMER SERVICE                           AE06          Northern
       120536       PA EGM ESS                                        AE06          Brisbane
       121035       PA GENERAL MANAGER - HUMAN RESOURCES              AE05          Brisbane
       104002       PA GM CENTRAL                                     AE06          Central


124
104003   PA GMO SOUTHERN                         AE05   Southern
106403   PA TO EGM CASE                          AE06   Brisbane
104000   PA TO GENERAL MANAGER NETWORK           AE06   Central
114484   PA TO GM CORPORATE COMMS                AE05   Brisbane
116500   PA TO GM MARKETING                      AE05   Brisbane
116597   PA TO GROUP ENVIRONMENT MANAGER         AE05   Northern
122682   PA TO THE GENERAL COUNSEL               AE06   Northern
107020   PA/TEAM COORD                           AE04   Central
100893   PA/TEAM COORDINATOR                     AE05   Brisbane
121867   PA/TEAM COORDINATOR                     AE05   Brisbane
116265   PA/TEAM COORDINATOR                     AE05   Brisbane
120912   PERSONAL ASSISTANT                      AE05   Northern
121064   PERSONAL ASSISTANT                      AE05   Brisbane
116643   PERSONAL ASSISTANT                      AE05   Brisbane
122418   RECEPTIONIST                            AE02   Brisbane
109503   RECEPTIONIST                            AE04   Northern
103457   RECEPTIONIST                            AE04   Northern
121510   RETAIL OPERATIONS TEAM LEADER           AE07   Brisbane
112870   SHIFT TEAM LEADER                       AE07   Central
120929   TEAM ADMINISTRATOR                      AE05   Northern
104749   TEAM ADMINISTRATOR                      AE05   Brisbane
104643   TEAM ADMINISTRATOR                      AE05   Brisbane
113001   TEAM COORD                              AE04   Central
103013   TEAM COORD/PA TO GMO NORTHERN           AE07   Northern
122063   TEAM COORDINATOR                        AE04   Northern
121045   TEAM COORDINATOR                        AE05   Brisbane
121792   TEAM COORDINATOR                        AE04   Brisbane
122781   TEAM COORDINATOR                        AE05   Brisbane
109812   TEAM LEADER ADMIN                       AE08   Northern
107836   TEAM LEADER ADMIN                       AE08   Central
107877   TEAM LEADER ADMIN                       AE08   Central
         TEAM LEADER CUSTOMER CONNECTION
122363                                           AE07   Central
         SUPPORT
         TEAM LEADER CUSTOMER CONNECTION
122362                                           AE07   Northern
         SUPPORT
         TEAM LEADER CUSTOMER CONNECTION
122364                                           AE07   Southern
         SUPPORT
121865   TEAM LEADER CUSTOMER SERVICE DISPATCH   AE06   Northern
115996   TEAM LEADER DESIGN SUPPORT              AE07   Central
122361   TEAM LEADER DESIGN SUPPORT              AE07   Southern
122360   TEAM LEADER DESIGN SUPPORT              AE07   Northern



                                                                   125
      SCHEDULE 7     APPOINTMENT TO TEN (10) DAY FORTNIGHT FOR VACANT
      POSITIONS CLASSIFIED IN THE ADMINISTRATIVE STREAM BELOW SALARY
      POINT 11.0 CONTINUED




       112968   TEAM LEADER NCC                   AE07        Central
       112692   TEAM LEADER NCC                   AE07        Central
       112933   TEAM LEADER NCC                   AE07        Central
       102754   TEAM LEADER NCC                   AE07       Northern
       102704   TEAM LEADER NCC                   AE07       Northern
       114969   TEAM LEADER NCC                   AE07       Northern
       112935   TEAM LEADER NCC                   AE07        Central
       116299   TEAM LEADER PRINT PRODUCTION      AE07        Central
       121793   TEAM LEADER TADS ADMIN            AE08        Central
       102239   TECH TRAINING PROJECT COORD       AE07       Northern




126
NOTES




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